UK Gender Pay Gap Reporting

Doncasters Group is committed to creating a diverse and inclusive workplace that promotes tolerance, mutual respect and equal opportunity.

We also believe that diversity is an essential ingredient in a workplace culture that supports innovation and high performance.

In 2017, the Government made it mandatory for all large organisations to report their gender pay gap. The gender pay gap is the difference in the average hourly rate of pay between our male and female employees across the whole organisation.

We support the UK Government’s drive for companies to be more transparent on gender pay issues and confirm that the data reported is accurate and in line with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Precision castings and superalloy production has traditionally been a male-dominated industry; however, we remain fully committed to improving the gender diversity of our business. We recognise that our pay gap will fluctuate over time as we seek to increase the number of women working at all levels of the organisation.

In 2025, the mean hourly gender pay gap was -7.01%, compared with 1.20% in 2024, indicating that women earned more than men on average in 2025, reversing the position from the previous year. The median hourly pay gap narrowed from 13.80% to 7.15%, although men continued to earn more than women at the midpoint of the pay distribution, suggesting some improvement in typical pay outcomes alongside ongoing differences in role distribution.

The distribution of women across pay quartiles changed between 2024 and 2025. Representation of women increased in the upper quartile from 18.10% to 21.84%, indicating improved female representation in the highest-paid roles. Women’s representation also rose in the lower middle quartile from 15.50% to 24.76%. In contrast, the proportion of women in the upper middle quartile decreased from 12.40% to 9.18%, while representation in the lower quartile fell from 31.10% to 24.64%. Overall, these movements suggest a shift in the distribution of women across pay levels, with increased representation at the highest pay quartile alongside reduced concentration in the lowest-paid roles.

Despite this progress, we are not complacent. We recognise the need to do more to attract female workers into the precision castings and superalloy production industry, particularly at senior manager and director level. This remains a key component of our talent acquisition strategy for 2026 and beyond.