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As part of The Workdry Group of companies, Selwood is a specialist provider of pump rental solutions, supporting a broad range of customers from small businesses to major utility frameworks. Our services include sewer bypassing and over‑pumping, network maintenance, flood response, and sludge management.
Selwood operates within an engineering‑led sector, with a significant proportion of technical and operational roles that traditionally attract more male applicants. This occupational profile influences the overall gender balance of our workforce. Despite this, we continue to see positive outcomes in both our gender pay gap and the distribution of women across pay levels.
Our mean and median gender pay gaps are 5.6% and 5.4%, respectively. These figures are significantly lower than the UK‑wide median gender pay gap of 12.8% for 2025 and represent our most consistent gender distribution across pay quartiles since gender pay reporting was introduced.
| Gender pay gap | Bonus pay difference | |
| Mean | 5.66% | -28.97% |
| Median | 5.4% | -999.86% |
Gender pay gap results - 2025 vs prior year
Quartile pay bands
The gender distribution across our pay quartiles remains stable, with women representing 19.5% and 19.6% of colleagues in the lower two quartiles, 17.7% in the upper‑middle quartile, and 15.1% in the upper quartile. This consistency reflects the presence of women at all levels of the organisation, including within higher‑paid roles.
Lower Quartile Pay Bands - The number of male and female employees in the Lower and Lower Middle quartile pay bands
Upper Quartile Pay Bands - The number of male and female employees in the Upper and Upper Middle quartile pay bands
Bonus pay received
In the reporting year to April 2025, a comparable proportion of women and men received a bonus (84.4% of female colleagues compared to 82.6% of male colleagues). The mean bonus received by female colleagues was 29% higher than that received by male colleagues.
This difference reflects role composition and bonus eligibility rather than unequal treatment. Many front‑line engineering roles, such as Fitters, Installers, and Electricians, are predominantly held by men and are not bonus‑eligible. Instead, these roles attract overtime payments, which are excluded from gender pay gap reporting. As a result, bonus figures are weighted towards roles more likely to be held by women, such as professional, commercial, and support functions.
The reported median bonus pay gap, which shows a higher median bonus for women, is influenced by a one‑off ‘thank you’ payment made to all colleagues in December 2024. As more than half of male colleagues are in overtime‑eligible, non‑bonused roles, the median male bonus reflects this flat payment, whereas the median female bonus reflects a standard performance‑related bonus. This creates a distortion in the median comparison and does not indicate unequal reward for comparable roles.
Our commitment
Selwood, alongside the wider Workdry Group, remains committed to being an inclusive employer. While we recognise that our industry continues to experience gender imbalance, we are actively working to encourage greater female participation across the business. Our recruitment practices aim to be inclusive and fair, and we maintain a structured and transparent reward framework to ensure consistency across all roles.
We remain dedicated to reducing the gender pay gap over time and to promoting gender equality within our organisation. In support of this, we are proud to partner with the Women’s Utilities Network (WUN), a sector‑wide network focused on supporting, developing and inspiring women across the utilities industry.