Pioneer Foods Gender Pay Statement

We employ directly 36% women and 64% men

Pioneer Foods Gender Pay Statement 2017

We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employee data.

We are required to publish the results on our own website and the government gender pay website. We will do this within one calendar year from April 5th 2017.

We can use these results to assess:

  • The levels of gender equality in our workplace.
  • The balance of male and female employees at different levels.
  • How effectively talent is being maximised and rewarded.
  • The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.

Gender Pay Reporting requires our organisation to make calculations based on employee gender. We will establish this by using our existing HR and weekly PAYE payroll records. 

Findings for 2017

1

Average gender pay gap as a mean average

 

8%

2

Average gender pay gap as a median average

 

10%

3

Average bonus gender pay gap as a mean average

 

35%

4

Average bonus gender pay gap as a median average

 

56.5%

5

Proportion of men and women received Bonus

Male - 81%

Female - 59%

6

Proportion of men and women in the four banded pay groups

Male

Female

 

Upper quartile

63%

37%

 

Upper middle quartile

86.5%

14.5%

 

Lower middle quartile

62%

38%

 

Lower quartile

45%

55%

 

Summary for 2017

Pioneer Foods UK is an equal opportunities employer and offer an internal tiered salary structure, irrespective of gender. Internally we employ directly 36% women and 64% men.

Pioneer Foods is a food manufacturing business, more than 78% of the people we employ work in our factories. The balance of the factory staff is female 27% and male 73%.

However, in our office environments the picture is different, 20% of the people we employ work in the offices. The balance of the office staff is female 74% and male 26%.

Our gender bonus gap is primarily driven by having more men than women in our factory/ production environment and these colleagues receive a higher level of bonus payment (Shift premium).

Pay Quartiles

Our pay quartiles show that in the upper middle quartile our gender pay gap is out of line with our company gender split. In 2017 this was as a result of an increased level of men in process operational roles in the factory environment. These roles have a higher hourly rate.

Internal controls ensure all trainees and new internal staff are recruited under the same structure and their earning ability depends on their success and career progress.

All internal employees are encouraged to grow and earn to their full potential. Any pay gap difference shown will be a result of differing roles and or experience, irrespective of Gender.

The difference between Equal pay and Gender Pay Gap:

Equal Pay

Gender Pay Gap

Men and Women being paid the same for the same work

The difference between the gross hourly earnings for all men and the gross hourly earnings for all women

We strive to continually improve our gender gap and will publish the results again in April 2019 as requirement of the government initiative into equal pay.