Report on the Gender Pay Gap at Dornan

Dornan is a provider of mechanical, electrical and instrumentation engineering services to the construction industry. Dornan welcomes the introduction of Gender Pay Gap Reporting. It is shining a light on a critical area of our industry and is an important step in encouraging change for the future.

This Gender Pay Gap Report is based on data as at 4th April 2019.

Gender Pay Gap legislation requires employers with 250 or more employees to publish statutory calculations every year showing the difference between the average earnings of men and women within our business.

Gender pay gap is different to equal pay. The gender pay gap shows the difference in average pay between men and women. Equal pay requires that men and women who carry out the same or similar jobs; or work of equal value, are paid the same.

In Dornan, we review pay to ensure that there is consistency between roles and employees within roles; in this regard, we believe we are an equal and fair employer.

We believe that, at Dornan, we do not have an issue in terms of pay equality, but the relatively low number of women in our business overall and the lack of representation in our senior management levels is a significant challenge. In the past year Dornan have taken steps to address this and have recently appointed a female to our Company Management Team. We understand this is a small step but it is a step in the right direction for Dornan. The lack of representation at all levels is the main driver of our pay gap reporting results.

Our Business


Dornan has become a trusted building services engineer to developers of valuable office, retail and mixed-use projects in some of the world’s great commercial centres.

We design and install customised solutions for all the mechanical, HVAC, electrical and instrumentation systems required for the most complex research and production processes.

Dornan has a thorough understanding of the technical issues involved in designing the data centres on which we all now depend. We are specialists in installing the HVAC, humidification, dehumidification and pressurisation equipment that keep these facilities running at optimum efficiency, and in designing the power switching optionality that ensures uninterrupted service.

The renewable energy boom has been good for Dornan. We’ve been able to prove our ability to design, specify and install complex infrastructures for the networks of substations and distribution centres that make individual sites economically viable.

Gender Balance



Male 89% Female 11%
The Figures set out below have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

The Mean Gender Pay Gap24.3%
The Median Gender Pay Gap28.8%
The Mean Bonus Gender Pay Gap48.1%
The Median Bonus Gender Pay Gap21.9%
The Proportion of Males Receiving a Bonus Payment61.3%
The Proportion of Females Receiving a Bonus Payment69.6%

Pay Quartiles by Gender


A81.5%18.5%Includes all employees whose standard hourly rate places them at or below the lower quartile
B87%13%Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median
C92.6%7.4%Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile
D96.4%3.6%Includes all employees whose standard hourly rate places them above the upper quartile

Dornan is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability.

There is a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above).


What is Dornan doing to address its Gender Pay Gap?


Dornan is successful in attracting female applicants for roles in its support functions. However the proportion of women applying for operational, technical and senior management roles is relatively small.

It is the belief that the reason for this is that in general, Construction and Engineering do not attract females into the industry.

Dornan is fully committed to promote gender diversity in all areas of its workforce including the following:
• Promoting Dornan, and the construction and engineering industry in general, as an attractive career prospect regardless of gender at various educational establishments and job fairs
• Encouraging females to apply for Dornan’s apprenticeship or graduate scheme, this is done through our engagement with local schools.

It is important for the business to attract more women into Dornan who wish to be able to build long-term careers with us. At present we are focused on two key groups – attracting new graduates and building a more diverse cadre of apprentices.

We intend to broaden the relationships we have with existing universities, colleges, and schools, whilst approaching a new array of educational establishments. We will make greater use of our successful women apprentices and graduates to show-case the range of opportunities that exist within the company. We are currently reviewing our company policies in particular our maternity leave, parental leave and flexible working policies, with a view to ensure that they are balanced and accommodate the needs of our employees within the company.

We at Dornan understand that this is not something that we can fix in the short term but are looking to address in the medium to long term. We will review our recruitment practices and also any future graduate or apprentice programs we deliver, we will together with our female employees show-case their success and experience in the construction sector while also looking at how we can attract more females for our programs in the future.