Gender Pay Gap

FFG GENDER PAY GAP 2025

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 12.8% (median) and 13.4% (mean) (ONS 2025) 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 all cases significantly better than the GB average.

Understanding the gap

Memory Lane Cakes Ltd

Memory Lane Cakes has a mean gender pay gap of 6.2% and a median gap of 7.0%, both of which are 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. 62% of the employees are male and 38% female. Women are well represented in leadership positions.

  • Gender Pay Gap. Mean 6.2% Median 7.0%
  • Gender Bonus Gap. Mean 0% Median 0%
  • Proportion of Males receiving bonus 0%
  • Proportion of Females receiving bonus 1.2%
  • Proportion of employees in each pay quartile band
  • Upper Male 74% Female 26%
  • Upper Middle Male 70% Female 30%
  • Lower Middle Male 67% Female 33%
  • Lower Male 45% Female 55%

Lightbody of Hamilton Ltd

Lightbody of Hamilton has a mean gender pay gap of 5.7% and a median gap of 1.6% both of which are lower than the average GB gap. The gap arises because of the unequal distribution of men and women across the company, not because of our pay policies and practices. 58% of the employees are male and 42% female. Women are well represented in leadership positions.

The bonus figures are influenced by the very small number of bonus awards made during the year, which amplifies any differentials.

  • Gender Pay Gap. Mean 5.7% Median 1.6%
  • Gender Bonus Gap. Mean 22.8% Median 22.8%
  • Proportion of Males receiving bonus 0.2%
  • Proportion of Females receiving bonus 0.6%
  • Proportion of employees in each pay quartile band
  • Upper Male 72% Female 28%
  • Upper Middle Male 59% Female 41%
  • Lower Middle Male 50% Female 50%
  • Lower Male 49% Female 51%

Nicholas & Harris Ltd

Nicholas & Harris has a mean gender pay gap of 7.0% and a median gap of 1.1%, both of which are lower than the average GB gap. The gap arises because of the unequal distribution of men and women across the company, not because of our pay policies and practices. 62% of the employees are male and 38% female. Women are well represented in leadership and professional roles.

  • Gender Pay Gap. Mean 7.0% Median 1.1%
  • Gender Bonus Gap. Mean 0% Median 0%
  • Proportion of Males receiving bonus 0.5%
  • Proportion of Females receiving bonus 0%
  • Proportion of employees in each pay quartile band
  • Upper Male 72% Female 28%
  • Upper Middle Male 58% Female 42%
  • Lower Middle Male 61% Female 39%
  • Lower Male 59% Female 41%

Fletchers Bakeries Ltd

Fletchers Bakeries has a mean gender pay gap of 3.4% and a median gap of 5.9%, both of which are lower than the GB average gap. The data is influenced by a relatively small population 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. As a food manufacturer our experience is that males are over represented in certain roles in bakery which is reflected in the gender split which remains majority male with 80% of the employees being male and 20% female. Women are well represented in leadership and professional roles. The bonus figures are influenced by the very small number of bonus awards made during the year, which amplifies any differentials.

  • Gender Pay Gap. Mean 3.4% Median 5.9%
  • Gender Bonus Gap. Mean 59.4% Median 59.4%
  • Proportion of Males receiving bonus 0.5%
  • Proportion of Females receiving bonus 2.8%
  • Proportion of employees in each pay quartile band
  • Upper Male 84% Female 16%
  • Upper Middle Male 84% Female 16%
  • Lower Middle Male 78% Female 22%
  • Lower Male 76% Female 24%

A majority stake in Lola’s Cupcakes Ltd was acquired by Finsbury Food Group Ltd in August 2025. Lola’s Cupcakes gender pay gap reporting is published separately.

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 are 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
March 2026