Introduction
This report sets out Westland’s gender pay gap information for 2025. We are committed to meeting our obligations under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 and to creating a workplace where everyone has the opportunity to succeed.
The data in this report relates to employees in the UK (excluding Northern Ireland) as at the snapshot date of 5 April 2025.
To provide context for our results, our workforce is predominantly male, as is the case for many manufacturing businesses, particularly in operational roles. As at the snapshot date, 75% of employees were male and 25% were female.
Hourly pay gaps (mean and median)
Gender pay gap reporting looks at the difference between men’s and women’s hourly pay across the business. We report both the mean (average) and the median (middle) pay gaps. This is different from equal pay (paying men and women the same for the same or equivalent work). We use consistent pay structures and review pay and reward practices to ensure men and women are paid equally for doing equivalent jobs with equivalent experience.
| Measure | 2024 | 2025 | Change |
| Mean hourly pay gap | 8.96% | 7.24% | -1.7 pp |
| Median hourly pay gap | 10.02% | 7.76% | -2.3 pp |
Overall, our hourly pay gaps have improved year on year, with reductions in both the mean and median measures (see table above). For context, Office for National Statistics (ONS) data indicates the median gender pay gap for employees in the manufacturing sector was 14.8% (April 2025). Our median hourly pay gap is below this sector benchmark.
Pay Quartiles
The table below sets out the number and proportion of men and women in each pay quartile for the snapshot date.
| Pay Quartile | No. Males | % Males | No. Females | % Females |
| Upper quartile | 83 | 78.3% | 23 | 21.7% |
| Upper middle quartile | 78 | 72.9% | 29 | 27.1% |
| Lower middle quartile | 85 | 79.4% | 22 | 20.6% |
| Lower quartile | 64 | 59.8% | 43 | 40.2% |
Our results show that men make up the majority in each pay quartile. This reflects the current gender profile of the workforce and a higher proportion of men in operational and technical roles. We remain focused on attracting, developing and progressing women across the business so that representation continues to improve over time, including at more senior and higher-paid levels.
Bonus Gaps (mean and median)
Our bonus pay gaps show the difference between men’s and women’s bonus pay across the business. We report both the mean (average) and the median (middle) bonus gaps.
| Measure | 2025 |
| Mean gender bonus gap | 0.87% |
| Median gender bonus gap | -124.52% |
A negative median bonus gap means that, among employees who received a bonus, the middle-paid woman received a higher bonus than the middle-paid man. The figure can be greater than 100% (in either direction) if the median bonus for one group is very small, because the percentage difference is calculated relative to that median value. Median bonus figures can also be sensitive to the number of employees receiving bonuses and changes to bonus arrangements.
Bonus Proportions
All pay quartiles reflect a higher proportion of men compared to women, which aligns with the overall higher ratio of male to female employees within the business.
| Proportion of men receiving a bonus | Proportion of women receiving a bonus |
| 40.24% | 14.88% |
The proportions above show the share of men and women who received a bonus in the 12 months up to the snapshot date. A higher proportion of men than women received a bonus, primarily because a higher proportion of men work in our factories and warehouses, where production-related bonuses (such as attendance bonuses) are more common. This difference in who receives a bonus provides important context when interpreting the bonus gap figures.
Commentary
We are pleased that our gender pay gap results have continued to improve. We will maintain momentum by strengthening inclusion, supporting career development and ensuring our pay and reward practices remain fair and transparent.
We want opportunities at Westland to be accessible to everyone. We will continue to invest in learning and development, review our policies and practices, and take steps to support fair recruitment and progression across the business.
Closing the Gap
Supporting Our Employees Today
- Encourage development and promotion opportunities for employees of all genders.
- Continue regular pay and benefits reviews to support fair and consistent reward for comparable roles.
- Use succession planning reviews to ensure women are actively considered for development and growth opportunities across the business.
- Review and enhance flexible working arrangements where operationally possible, to support work-life balance and enable employees to succeed.
Investing in Our Employees for Tomorrow
- Monitor recruitment processes to ensure fairness and help mitigate potential bias.
- Broaden recruitment approaches (including apprenticeships) to attract and develop diverse talent.
- Strengthen partnerships with universities and schools to raise awareness of manufacturing careers and opportunities for everyone.
Declaration
Statutory disclosure
I confirm that the gender pay calculations are accurate and meet the requirements of the Equality Act 2010 (Gender Pay Gap information) Regulations 2017.
Scott Dougherty
Finance Director
