Toolbank Ltd Gender Pay Gap Report 2025
(Snapshot date: 5 April 2025)
Toolbank Ltd is committed to being an equal opportunities employer. Our remuneration policies are designed to ensure that pay reflects only the responsibilities, skill sets, experience, performance, and commitment of those undertaking work on our behalf.
The Gender Pay Gap represents the difference in the average pay between men and women across the UK workforce. Organisations with 250 or more employees are required to calculate and publish an annual report each year.
The hourly pay gap calculations (salary plus bonus and other allowances) are based on all employees who were employed on the snapshot date of 5 April 2025 and received their usual full basic pay during that period. These employees are referred to as Full Pay Relevant Employees.
Bonus pay gap calculations are based on bonus payments made in the 12 months preceding the snapshot date and include all employees employed as at that date. These employees are referred to as Relevant Employees.
Organisational Changes
As part of a substantial entity simplification project across the Dormole Group, Curtis Holt Ltd transitioned into Toolbank Ltd in April 2025, with Finnie & Co, Clemson & Sons and several other business units transferring into Toolbank at the same time. This structural change affects the 2025 metrics therefore it is not appropriate to compare this year’s results to the previous reporting year.
Gender Pay Gap Insights
The median hourly pay gap for 2025 is 4.4%. The mean hourly pay gap stands at 11.6%. This is influenced by the distribution of male and female employees across higher-level roles. Female representation remains lower across senior positions and sales roles, contributing to the overall pay gap. The proportion of female applicants continues to be lower than hoped for, which influences representation within higher-paid quartiles.
Bonus Pay Gap Insights
The mean bonus pay gap for 2025 is 52.69%, while the median bonus pay gap is 21.95%. These differences are significantly influenced by the composition of the sales team, which was male dominated at the point of reporting. Commission, classified as bonus under gender pay reporting rules, therefore has a disproportionate effect on the male bonus average.
Action Plan
Toolbank Ltd remains committed to ensuring that no gender-related issues exist within our pay structures. Our actions include:
Continuing to invest in training and development programmes to support female employee progression.
Monitoring recruitment processes and reviewing candidate progression through our e‑recruitment system.
Reviewing company policies and benefits to encourage retention and improve gender representation across departments.
Continue with the mentoring initiative introduced in 2025, aligned to our coaching programme, focusing on supporting women’s development within a male‑dominated industry.
During 2025 the Group commissioned an independent audit of working practices, to assess the availability and effectiveness of support for women across the business. As a result of this audit, the business launched the ‘Empowering Women Project Steering Committee’ to ensure female staff across the company are fully supported in all aspects of life at work. The new Committee will also be instrumental in influencing the ways in which the group can go further to support women in the workplace. This committee provides a formal way of ensuring Toolbank’s established commitment to equal opportunities and gender parity, are delivered through an effective and official process. By empowering the all-female Committee, they will look to identify areas where improvements can be made, through a structure that will be effective in guaranteeing delivery.
I confirm that the information contained within this report is accurate and has been calculated in accordance with the Equality Act 2010 reporting guidelines.
Wayne Flory
Director