Gender Pay Gap Reporting

Gender Pay Gap is the difference in the average hourly rate of pay between all relevant fully paid men and women in a company. Equal pay is the difference in pay between a man and a woman who carry out the same work in a company. It is influenced by a range of factors, including the demographics of a company’s workforce. The UK Government requires all employers with 250 or more employees to disclose their gender pay gap on an annual basis to create awareness and promote greater gender diversity.
It is important to note that the gender pay gap is not the same as equal pay

Volution Ventilation UK is a division of Volution Group Plc and operates within the ventilation sector. Our results of the gender pay gap analysis are set out below and are based on hourly reates of pay as at the ‘snapshot date’ of 5th April 2025. The hourly pay figure used to calculate the difference includes allowances and shift pay.

% difference Mean % difference Median
Hourly Rate of Pay 17.13% -0.87%
Paid Bonus 56.57% -12.13%
  • The mean gender pay gap is the difference in the average hourly pay for women compared to men, within a company.
  • The median represents the middle point of a population. The median pay gap is the difference between the hourly pay rate for the middle woman compared to that of the middle man.
Portion of males & females by pay quartile

Population by pay quartiles represent the pay rates from the lowest to the highest for our UK employees split into four equal sized groups, with the percentage of men and women in each quartile.

Our analysis and commitments

We are realistic about the challenges we face and the historical composition our industries we operate in. We are committed to understanding the root causes of issues, finding solutions that are both practical and beneficial to our employees and being transparent. Our analysis shows us that:

  • The difference in average hourly pay between women and men in VVUK has further reduced to 17.13% in 2025 vs 17.94% in 2024 and 18.28% in 2023, 19.7% in 2022, 22.6% in 2021 and 30.4% in 2020.
  • The gap in bonus payments are largely due to the fact that the majority of bonus payments in our business are sales commissions and our sales force is predominantly men. However, we are seeing a difference in the Bonus Gap. We are 56.57% in 2025 vs. 57.14% in 2024 and 81.54% in 2023.
  • There are no differences in pay rates for different genders occupying equivalent roles.
  • Employees that work unsociable night shift hours are generally male, and this attracts a higher pay rate.

Our Commitment:

  • We will continue to address the overall gender balance in the organisation.
  • We will continue to review policies and programs with an aim to attract, develop and retain female talent at all levels in the organisation.
  • To foster a culture of inclusion where all our employees can thrive