We are pleased update our 2026 Gender Pay Gap report for DPL Group Ltd. This follows enactment of the Gender Pay Gap Information Act 2021 which mandates reporting for all organisations with over fifty employees. Our gender pay gap results are based on a snapshot of our staff as at Week 19 June 2026. Throughout the Company, we aim to provide a professional, inclusive, and supportive environment, where all staff members are valued for the work that they do and who they are. We strive to ensure that women are represented and have equal inclusion in senior level and high visibility positions. We hope that reporting on the Company’s gender pay gap can drive better representation generally across the Company as we aim to build an increasingly diverse workforce.

1. Introduction
This is the Company’s third Gender Pay Gap report. The gender pay gap is the difference in the average hourly wage of men and women across a workforce, with the range of metrics being set out in the Gender Pay Gap Information Act 2021. Organisations with over fifty employees are being asked to report on their Gender Pay Gap for year 2026. The report highlights the difference between male and female employees’ average hourly remuneration. A gender pay gap is not the same as unequal pay. Paying an individual less than a colleague for the same job (unequal pay), purely on account of their gender, is prohibited under equality legislation.

This report sets out our gender pay gap results by:
mean gender pay gap in hourly pay 
median gender pay gap in hourly pay 
proportion of men and women in each pay quartile

Gender Pay Gap Analysis
As per the Gender Pay Gap Information Act 2021, the following metrics have been applied to DPL Group staff as follows:
Snapshot date:                 Week 25              19/06/2026.
Reporting period-from:     Week 25              20/06/2025
Reporting period-to:         Week 25              19/06/2026

Headcount on snapshot
Headcount                                        Fulltime          Employees              
Male                                                   133                     71.89%                
Female                                                52                      28.11%
Total                                                   185

 Grades                               
                                                           Female                 Male

Management                                    20%                     80%
Sales                                                14%                     86%
Administration                                  92%                     08%
Production/Transport                       09%                     91%

Gender Gap in Bonus
                                                            Female                 Male
                                                            90%                  86%
Gender Pay Gap BIK
                                                           Female                 Male
                                                             00%                   20%

 GPG Metrics for all Staff on 19th
June 2026 (totalling 185 employees)

Mean Hourly                    Median Hourly

Pay Gap                             Pay Gap
0.44%                                  7.81%

Quartile Analysis for all staff on 19th June 2026 (totalling 185 employees)
Q1-                       Male:  63%    Female:  37%
Q2-                       Male:  68%    Female:  32%
Q3-                       Male:  80%    Female:  20%
Q4-                       Male:  76%    Female:  24%

Summary
The Company's mean hourly gender pay gap reduced significantly from 5.45% in 2025 to 0.44% in 2026, indicating that average hourly remuneration for male and female employees is now broadly comparable. The median gap increased marginally from 7.21% to 7.81%, reflecting the current distribution of employees across pay levels rather than differences in pay for equivalent work. Female representation remains strongest within administrative roles, while higher-paid operational and management positions continue to have a higher proportion of male employees.

Reasons for Gender Pay Gap
The report reveals the gap between the average hourly earnings of men and women in our business, which reflects the historical under-representation of women at senior levels across the Builders Merchant Sector, which means there is a higher proportion of men in these senior roles today than women. While the gap appears marked, when we undertook further analysis around pay quartiles it became clear where the real variance exists.
We continue to focus on enhancing the career progression opportunities for women, particularly in leadership roles, to reduce the gender pay gap. Our efforts extend beyond gender to embrace diversity in its entirety, reflecting our belief that a diverse workforce is key to our success.    
   

John Peare
Managing Director DPL Group Ltd