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Gender Pay Gap Report

For the first time this year all GB companies employing 250 people or more are required to report on their gender pay gap statistics. The gender pay gap is the difference in the average pay and bonuses of all men and women across an organisation. Across GB, the gap shows that the average hourly earnings are 18.4% (median) and 17.4% (mean) (ONS 2017) lower for women than men.

The statistics are inevitably influenced by a number of external and internal factors and should therefore be treated with a degree of caution. The food manufacturing sector has also traditionally been relatively male dominated. We are confident that we have equal pay for work of equal value and that our approach to recruitment, development and reward has enabled us to achieve statistics that are in most cases significantly better than the GB average.

Understanding the Gap

Memory Lanes Cakes Ltd

Memory Lane Cakes has a mean gender pay gap of 4.0% which is significantly lower than the average GB gap. This gap arises because of the unequal distribution of men and women across the organisation, not because of our pay policies and practices. Whilst in total the proportion of males and females employed is relatively evenly balanced (59% male, 41% female), as a food manufacturer our experience is that women and men are often over represented in certain roles, for example women are over represented in production operative roles, whereas men are over represented in engineering roles (the latter being in line with the market trend) that attract higher levels of pay. The second reason for the gap is that there are fewer women in senior leadership positions that attract higher levels of pay and bonus.

Lightbody Ltd

Lightbody has a mean gender pay gap of 7.0% which is significantly lower than the average GB gap. This gap arises because of the unequal distribution of men and women across the company, not because of our pay policies and practices. Whilst in total the proportion of males and females employed is relatively evenly balanced (54% male, 46% female), as a food manufacturer our experience is that women and men are over represented in certain roles, for example women are over represented in roles that require a high level of manual dexterity, whereas men are over represented in process or engineering roles. Women are particularly well represented in senior leadership positions that attract higher levels of pay and bonus.

Nicholas & Harris Ltd

Nicholas & Harris has a mean gender pay gap of 22.1%. The data is influenced by the relatively small population (270 employees) which amplifies any differentials. This gap arises because of the unequal distribution of men and women across the company, not because of our pay policies and practices. Men have traditionally dominated the artisan bakery sector and this is reflected in the organisation where 67% of the employees are male and 33% female. There are two reasons for the gap; one is the unequal distribution of men and women across the company, the other is the fact that there are fewer women in senior leadership positions which attract higher levels of pay and bonus.

Fletchers Bakeries Ltd (Fletchers and Kara)

Fletchers Bakeries has a mean gender pay gap of -7.2% which means that on average women are paid more than men. This is significantly lower than the average GB gap. This gap arises because of the unequal distribution of men and women across the company, not because of our pay policies and practices. As a food manufacturer our experience is that women and men are over represented in certain roles, and this is reflected in the organisation where 82% of the employees are male and 18% female, yet despite this, the main reason for the gap is that women are particularly well represented in professional roles that attract higher levels of pay and bonus.

 

Our Commitment
Our aim is to maintain consistency and fairness across the total reward package and ensure that all our colleagues have the same recognition, reward and career development opportunities, regardless of gender etc. Diversity and inclusion is central to our business to ensure our continued success. We are continuing to develop our people strategies to deliver these objectives.

I can confirm that the data contained in this report is accurate.

John Duffy
Chief Executive Officer

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