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Gender Pay Gap Report

All GB companies employing 250 people or more are required to report annually 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 the organisation. Across GB, the gap shows that the average hourly earnings are 17.3% (median) and 16.2% (mean) (ONS 2019) 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 almost all cases significantly better than the GB average.

Understanding the Gap

Memory Lanes Cakes Ltd

Memory Lane Cakes has a mean gender pay gap of 9.1% and a median gap of 6.3%, both of which are 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. Women are reasonably well represented in senior leadership positions that attract higher levels of pay. No bonus awards were made during the year.

Lightbody Ltd

Lightbody’s has a mean gender pay gap of 9% and a median gap of 7.1%, both of which are 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. Women are reasonably well represented in senior leadership positions that attract higher levels of pay. No bonus awards were made during the year.

Nicholas & Harris Ltd

Nicholas & Harris has a mean gender pay gap of 18.3% and a median gap of 10.4%. The median is lower than the average GB gap. The data is influenced by the relatively small population (338 employees) which amplifies any differentials. The 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 68% of the employees are male and 32% female. The gender bonus gap is driven by a small and fluctuating bonus population, in part driven by long service awards..

Fletchers Bakeries Ltd (Fletchers and Kara)

Fletchers Bakeries has a mean gender pay gap of 0.6% and a median gap of 8.8%, both of which are 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 combined with relatively low staff turnover, the gender split remains reasonably static, with 78% of the employees being male and 22% female. Nevertheless, women are well represented in professional roles that attract some of the highest levels of pay within the organisation. As such, the mean gender pay gap is much less than the median gender pay gap. The bonus population is extremely small which amplifies any differentials. On average women received higher levels of bonus than men, however this is influenced by a fluctuating bonus population, driven by long service awards and an exceptional bonus payment.

 

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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