Gender Pay Gap Report
2025 - Report Snapshot 5th April 2025
Percentage of men and women in each hourly pay quarter:
| Men | Women | |
| Upper hourly pay quarter | 76% | 24% |
| Upper middle hourly pay quarter | 87% | 13% |
| Lower middle hourly pay quarter | 68% | 32% |
| Lower hourly pay quarter | 61% | 39% |
Mean and median gender pay gap using hourly pay
| Mean gender pay gap using hourly pay | 22.17% |
| Median gender pay gap using hourly pay | 16.26% |
Percentage of men and women who received bonus pay
| Men | Women | |
| Percentage of men and women who received bonus pay | 8% | 26% |
Mean and median gender pay gap using bonus pay
| Mean gender pay gap using bonus pay | 15% |
| Median gender pay gap using bonus pay | 37% |
Person responsible in your organisation
Suzanne Jellyman
CFO (Chief Finance Officer)
Employee headcount
| Number of employees used to establish your headcount for gender pay gap reporting on your snapshot date | 500 to 999 |
Putting the data into context
Daniel Owen Ltd is a recruitment specialist operating across the construction, property services, facilities management, rail, and engineering industries, providing both temporary and permanent recruitment solutions.
This report includes data relating to all Daniel Owen employees within the recruitment sector, as well as temporary workers engaged and paid under contract for our services. Due to the nature of our workforce and the significant proportion of temporary payroll, the data does not provide a fully representative view of pay for either Daniel Owen employees or temporary workers when considered in isolation.
Daniel Owen Ltd remains committed to fair and equitable pay. Market data and individual performance inform all pay decisions.
I confirm that the information and data reported are accurate as of the snapshot date of 05/04/2025.