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Allied Bakeries



We are in our third year of reporting on Gender Pay across Allied Bakeries and are making progress on our journey to achieve our commitment to recruit and develop talent that reflects the rich diversity of the society and communities we live in, and in our ambition to provide a working environment in which everyone can thrive and access all opportunities.



This year our mean gender pay gap has fallen by 0.8% from a previous figure of -8.6% to -7.8%; the figure is driven by the higher proportion of men than women in front-line operational roles.




Gender Pay Gap




Pay Quartiles

 Pay Quartiles 2019


Pay quartile analyses show the percentages of women and men in each salary range. The findings are driven by proportionately higher numbers of men in the business, currently typical in FMCG manufacturing.

Changes in business operations and organisational structures in 2018/19 mean that the total number of men employed by the business has fallen by 1.85% whilst the total number of women has increased by 4.27%. 



The gender bonus gap is calculated by annual bonuses as well as one-off reward and recognition benefits which are generally of lower monetary value - for example, the employee recognition scheme, loyal service awards and recruitment referral rewards. This formula results in variations in the mean and median figures on an annual basis depending on how many recognition benefits have been awarded during the year.  This year there has been a higher level of recognition benefits given to men which has the result of giving a negative median figure in favour of women and significantly smaller mean figure than previously. 





Gender Bonus Gap




Proportion of Females vs Males receiving a bonus

Bonus 2019

 To view the full AB Grain Products Ltd published statement, please follow this link 



Our Progress

In line with our commitments we have continued to positively encourage flexible working both in our existing workforce and potential employees, creating more flexible working arrangements including job shares and have improved gender neutral language in job descriptions

We have continued to encourage female employees to attend the Women In Business Forum run by ABF, designed to enable females to build quality networks across the wider ABF organisation as well as developing their functional expertise.

Our Commitment

We are committed to keep building on the work we have put in place to tackle gender pay and bonus gaps and remove any barriers to equality of opportunity for all.   

Looking forward, we are identifying more female employees to embark on two-way mentoring programme to support development into senior leadership roles, alongside continuing to develop our approach to diversity in the workplace through our working group which  to date has seen 60 leaders trained on diversity and Inclusion.

In October 2019 we will be running a company-wide engagement survey to gain insights from our employees on their experience of working at Allied Milling & Baking. We will use the findings of the survey to shape plans that will continue to develop us as an organisation.



The mean pay gap is the difference between average hourly earnings of men and women

The median pay gap is the difference between the midpoints in the ranges of hourly earnings of men and women. It takes each person's pay and lines them up in order from lowest to highest and compares the pay at the midpoint.