This year our mean gender pay gap has slightly increased to
-8.7% in favour of women. In the Bakeries we have a
proportionally higher number of males than females in front line
roles which is typical in FMCG manufacturing. Our median
figure has reduced slightly since last year from 2% to 1.4%.
Gender Pay Gap
Pay quartile analysis show the percentages of women and men in
each salary range. The data clearly shows the proportionately
higher numbers of men in the business.
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. For example, if a higher number of
reward and recognition benefits have been awarded this adversely
impacts on the median figure and as our business is 86% male vs 14%
female, the impact is to drive down the bonus figure for
Gender Bonus Gap
The data shows a higher proportion of women than men receiving
bonus in percentage terms, however, in actual terms 77 women and
228 men received bonus; of that 27 women and 117 received bonus
payments that fall into the non incentive (reward and recognition )
To view the full AB Grain Products Ltd published
statement, please follow this link
We remain committed to removing barriers that prevent equality
of opportunity for all. We continue to take those managers
who influence and impact on these issues through diversity and
inclusion training and consider flexible working where roles lend
themselves to this type of working. Our established diversity
and inclusion initiatives have continued and will benefit from
renewed focus post the Covid 19 pandemic.
The challenges presented by Covid 19 in terms of flexible
working and working from home have given us a basis to understand
better how flexible working can work positively for us and our
employees and will help strengthen our approach going forward.
Having run a Company wide survey in late 2019, we are pleased
with the results, in particular they demonstrate that one of
strengths as an employer is diversity with an above national
average positive response. We now intend to use the results
in the coming year to understand further our employee views and
shape how we operate to help achieve our commitment.
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.