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Allied Bakeries


Our Data



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 Quartiles



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 males. 





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 ) payments.


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



Our Progress

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.