Dow in the UK

As of the 5th April 2021 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 80 permanent employees working at 3 sites in the UK plus alimited number of employees working in Virtual Office. Of the 80 employees, 61 (76%) are male, 19 (24%)
are female.
Ordinary Pay:
Male vs. Female DeltaMedianMean

Number of employees who
received bonus pay78Bonus Pay:
Male vs. Female DeltaMedianMean

-2.3%
4.2%

MaleFemale

97%

100%

Male
75,0%
88,9%
63,6%
77,8%

Female
25,0%
11,1%
36,4%
22,2%

-14.0%-1.1%

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

Dow Silicones UK Ltd is made up of 573 permanent employees, working at 1 site in Barry UK plus a limited
number of employees working in Virtual Office. Of the 573 employees, 502 (88%) are Male, 71 (12%) arefemale.
Ordinary Pay:
Male vs. Female DeltaMedianMean
Number of employees whoreceived bonus pay
566

Bonus Pay:
Male vs. Female DeltaMedian-38.9%
Mean-24.4%

8.5%
-0.1%
MaleFemale

99%

97%

General businessPay Band Data:
Male
78,4%
93,5%
94,1%
82,8%

Lower Quartile
Lower Middle Quartile
Upper Middle Quartile
Upper Quartile

Female
21,6%
6,5%
5,9%
17,2%

Dow in the UK - Consolidated Data
Ordinary Pay:

Bonus Pay:

Male vs. Female Delta

Male vs. Female DeltaMedianMean

5.7%
-0.7%

Number of employees who
received bonus pay

MaleFemale

99%

98%

Male
77,9%
93,3%
92,0%
81,7%

Female22,1%
6,7%
8,0%
18,3%

644

MedianMean-39.3%-23.1%

Pay Band Data:
Lower Quartile
Lower Middle Quartile
Upper Middle Quartile
Upper Quartile
Narrative
As a combined company the pay gap in Dow is 5.7% in favour of male employees. This is in comparison tothe national average which shows a gap of 12.66% in favour of male employees.
Dow Chemical Services UK Ltd’s population changed only slightly between April 2020 and April 2021 from79 to 80 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. This automatically also
affects the pay & bonus gap changing the median in the favour of female employees compared to theprevious two years.
Dow Silicones UK Ltd continued the same trend as compared to previous year in favour of the male
employees with 8.5%. The overall proportion of female employees in the company has slightly increased.
The split in the various quartiles is also very comparable to the split from the previous year with a small
increase of female employees in the lower and upper quartiles. Again this year several female students

General businessand apprentices were hired explaining this development. The average bonus data indicates that the gap
is increasing again in favour of female employees while we saw a trend in the other direction last year.
Action Plan
Dow is actively seeking to hire more female employees into its professional and senior roles, but also
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 the number of female employees
joining the companies via these programs have increased.
Next to the pay gap analysis, Dow is working on creating pay equity software which will proactively beused to help analyse our workforce, identify outliers and take action. The software allows us to zoom inon grades and jobs but also for example taking work experience and 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 has also begun in recent years to identify high performing female employees andconnect them with Senior Leaders across Dow in order to provide further development and exposure, as
well as running the “Female Sponsorship Programme”, 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 UK903-301-01-0322 DOWGeneral business