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 14.3% (median) and 13.2% (mean) (ONS 2023) 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 Lanes Cakes Ltd
Memory Lane Cakes has a mean gender pay gap of 0.1% and a median gap of 2.4%, both of which are significantly lower than the average GB gap. Both the median and mean have reduced versus the prior year. 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 well represented in leadership positions that attract higher levels of pay. The bonus figures are influenced by the very small number of bonus awards made during the year, which amplifies any differentials.
Lightbody Ltd
Lightbody’s has a mean gender pay gap of 2.4% and a median gap of 0.2%, both of which are significantly lower than the average GB gap. Both the median and mean have reduced versus the prior year. 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 well represented in senior leadership positions that attract higher levels of pay. The bonus figures are influenced by the very small number of bonus awards made during the year, which amplifies any differentials.
Nicholas & Harris Ltd
Nicholas & Harris has a mean gender pay gap of 3.7% and a median gap of 0.4%, both of which are significantly lower than the average GB gap. Both the mean and the median have reduced versus the prior year. The data is influenced by the relatively small population (287 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 60% of the employees are male and 40% female. Women are well represented in leadership and professional roles that attract higher levels of pay. The bonus figures are influenced by the very small number of bonus awards made during the year, which amplifies any differentials.
Fletchers Bakeries Ltd (Fletchers and Kara)
Fletchers Bakeries has a mean gender pay gap of 1.6% and a median gap of 8.0%, both of which are significantly lower than the GB average gap. The data is influenced by a relatively small population (547 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. As a food manufacturer our experience is that women and men are over represented in certain roles, especially in bakery, and combined with relatively low staff turnover, the gender split remains male dominated, with 79% of the employees being male and 21% female. Women are well represented in leadership and professional roles that attract higher levels of pay and therefore the mean gender pay gap is much less than the median gender pay gap. The bonus figures are influenced by the very small number of bonus awards made during the year, which amplifies any differentials.
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 2024
