Timber doorset manufacturer JELD-WEN UK has published its 2025 Gender Pay Gap Report, highlighting continued progress in female representation across the business and setting out its commitment to building a broader, more diverse talent pipeline for the future.
The report shows that women at JELD-WEN UK are paid 28.7% more than men on a mean hourly basis and 30% more on a median hourly basis. This positive gender pay gap is driven primarily by strong female representation in senior leadership roles.
JELD-WEN UK employs more than 500 colleagues across its Penrith and Sheffield facilities, and is one of the UK ‘s leading manufacturers of high-quality internal doorsets, supplying products for both new build and refurbishment projects. As part of the global JELD-WEN group, the UK business continues to invest in its people, operations and workplace culture as it evolves its manufacturing capabilities.
The report outlines JELD-WEN’s ongoing focus on fair recruitment, transparent reward and inclusive development, including balanced shortlisting, STEM, graduate and apprenticeship programmes and clear role structures designed to support internal mobility and long-term career growth.
As the business continues to shape the next phase of its UK operations, including the move to its new facility at Bessemer Park, Sheffield, JELD-WEN says it has a clear opportunity to embed inclusive working practices from the outset, attract a wide range of people into manufacturing careers and create accessible pathways across operational, technical and leadership roles.
Lucy Weaver, HR Director at JELD-WEN, said: “Manufacturing and the wider construction industry have traditionally been male-dominated sectors, and we recognise that women can still face barriers when entering and progressing within operational and technical roles. Our latest Gender Pay Gap Report shows that JELD-WEN UK is moving in a positive direction, with strong female representation in senior leadership and a continued focus on fair reward and merit-based progression.
“As we continue to invest in our UK operations, our priority is to make sure that opportunities are accessible for all, by building visible, practical career pathways and supporting people to develop in an inclusive culture where colleagues can build meaningful, long-term careers.”
The company says its focus remains on sustaining progress while continuing to strengthen female representation across technical, operational and leadership roles. Its approach includes fair and balanced hiring, support for career development, inclusive leadership, flexible ways of working and family-friendly benefits.
“Gender pay gap reporting is an important measure but the real focus for us is what sits behind the numbers,” added Weaver. “We want to keep creating the conditions for people to grow across all areas of the business. By investing in development, progression and inclusive ways of working, we can support both our colleagues and the long-term sustainability of the business.”
“Gender pay gap reporting is an important measure but the real focus for us is what sits behind the numbers,” added Weaver. “We want to keep creating the conditions for people to grow across all areas of the business. By investing in development, progression and inclusive ways of working, we can support both our colleagues and the long-term sustainability of the business.”