Dow in the UK
As of the 4th April 2022, Dow in the UK has two employing legal entities Dow Chemical Services UK Ltd and
Dow Silicones UK Ltd, we are obligated to report gender pay gap data separately.
Dow Chemical Services UK Ltd is made up of 84 permanent employees working at 3 sites in the UK, plus
a limited number of employees working in Virtual Office.
Of the 84 employees, 66 (78%) are male, 18 (21%) are female.
Ordinary Pay:
Male vs. Female DeltaMedianMean

Number of employees whoreceived bonus pay84

Bonus Pay:
Male vs. Female DeltaMedianMean

1.4%
2.9%

MaleFemale

92%

100%

Male
72.0%
88.9%
81.8%
79.5%

Female
28.0%
11.1%
18.2%
20.5%

4.2%
6.5%

Pay Band Data:
Lower Quartile
Lower Middle Quartile
Upper Middle Quartile
Upper Quartile

Dow Silicones UK Ltd is made up 523 of permanent employees, working at 1 site in Barry UK, plus alimited number of employees working in Virtual Office.
Of the 523 employees, 455 (87%) are Male, 68 (13%) are female.
Ordinary Pay:
Male vs. Female DeltaMedianMean
Number of employees who
received bonus pay
523

Bonus Pay:
Male vs. Female DeltaMedian
Mean

0.4%
2.0%
MaleFemale

98%

97%

General Business

1.4%
5.6%

Pay Band Data:
Male78%
92%
93%
83%

Lower Quartile
Lower Middle Quartile
Upper Middle Quartile
Upper Quartile

Female
23%
8%
7%
17%

Dow in the UK – Consolidated Data
Bonus Pay:

Ordinary Pay:
Male vs. Female Delta

Male vs. Female DeltaMedian
Mean

0.40%
1.36%

Number of employees who
received bonus pay

MaleFemale

98%

97%

Male77%
92%
92%
82%

Female
23%
8%
8%
18%

607

Median
Mean

0.7%
3.9%

Pay Band Data:
Lower Quartile
Lower Middle Quartile
Upper Middle Quartile
Upper Quartile
Narrative
As a combined company the pay gap in Dow is 0.40% in favour of male employees. This is in comparison
to the national average which shows a gap of 7.9% in favour of male employees.
Dow Chemical Services UK Ltd’s population changed only slightly between April 2022 and April 2023 from80 to 84 employees. In the proportion of male and female employees in the company remains the sameas previous year. There is however a difference in the distribution of pay quartiles where we see thepercentage of female employees in the Upper Middle and Upper Quartile increase just like last year. The
amount of females decreased while the amount of males increased. Looking at the median the pay gap inthis entity is 4.2% in favour of male employees
Dow Silicones UK Ltd the trend shows the gap is narrowing down. Compared to previous year the gap wasin favour of the male employees with 8.5%, while this year the gap shows 0.4% in favour of the maleGeneral Businessemployees. The overall amount of female employees in the company has slightly decreased while theoverall amount of male employees strongly decreased. This causes the proportion of male and female
employees to a higher percentage of females in the company. The split in the various quartiles is very
comparable to the split from the previous year with a small increase of female employees in the lower,lower middle and upper middle quartiles. The average bonus data indicates that the gap is 1.4% in favourof male employees while we saw a trend in the other direction last year.
Action Plan
Dow remains to actively seek to hire more female employees into its professional and senior roles, butalso technical skilled jobs where we currently see an imbalance.
There remains to be an increased focus on attracting female candidates to the technical roles, for instancethrough the student and apprentice programs. The last couple of years many female employees havejoined the companies via these programs.
Next to the pay gap analysis, Dow is working on internal pay equity reviews which will proactively be usedto help analyses our workforce, identify outliers and take actions. For these reviews we are exploring
specific software that allows us to zoom in on grades and jobs but also for example take work experienceand degrees into account.
We also actively encourage development and exposure to new opportunities via our Diversity andInclusion activities. For example, the Women’s Innovation Network (WIN) provides a framework forfemale employees to share experiences, find mentors, seek professional development and gain access tosenior leadership. Dow is identifying high performing female employees and connect them with SeniorLeaders across Dow in order to provide further development and exposure, as well as running the “FemaleSponsorship Program”, designed to help fast track top performing female candidates into leadership roles.
Closing Statement
Dow strives to a build a vibrant, diverse and talented employee base, which reflects the communities inwhich it operates. We are committed to take action to improve our gender pay gap wherever possible.
Declaration
On behalf of Dow Chemical Services UK Ltd and Dow Silicones UK Ltd, we confirm that the informationand data reported is accurate and in line with the UK government’s Equality Act 2010 (Gender Pay GapInformation) Regulations 2017

John Case
Country Leader
Dow UK

Form No. 903-329-01-0423 DOW

General Business