Pioneer Foods Gender Pay Statement

We employ directly 37% women and 63% men

Pioneer Foods Gender Pay Statement 2018

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 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 2018

1

Average gender pay gap as a mean average

 

18.02%

2

Average gender pay gap as a median average

 

18.32%

3

Average bonus gender pay gap as a mean average

 

4.72%

Higher

4

Average bonus gender pay gap as a median average

 

0%

5

Proportion of men and women received Bonus

Male - 56.07%

Female - 32.28%

6

Proportion of men and women in the four banded pay groups

Male

Female

 

Upper quartile

69.41%

30.59%

 

Upper middle quartile

80%

20%

 

Lower middle quartile

70.59%

29.41%

 

Lower quartile

31.39%

68.60%

 

Summary for 2018

Pioneer Foods UK is an equal opportunities employer and offers an internal tiered salary structure, irrespective of gender. Internally we employ directly 37% women and 63% men.

April 2017 report showed that 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). The picture is different this year as Shift Premiums are now added in the hourly rate therefore the Gender Pay Gap in hourly rate has increased but the bonus pay gap in mean is now higher and the median is zero.

The Company’s attendance bonus in the past years has been applied to production staff only. New starters, who have not yet worked a full year (qualifying period) would not qualify, this explains why the proportion of females are 11.15% less in the bonus scheme than the men,  as we employed more women in the business during this period.

Compared to the 2017 report, we are clear that our gender pay gap is driven by a lack of women in senior positions and process areas, we employed more men in the senior roles in 2017-2018 however we have been working hard to address this, and we recruited more women in senior roles in 2018-2019 which will improve the gap for next year.  Our focus going forward is to ensure that we continue to support women currently working with us whilst also attracting more women into senior roles and process areas.

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.

The higher % of females in the lower quartile can be explained by the workforce demographic where basic packing jobs are predominantly occupied by females.

Internal controls ensure that 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 develop and earn to their full potential. Any pay gap difference shown will be as 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

Our Plans to close the Gap

We continue to take steps to ensure all our team members at all levels are supported in their roles to perform to their full potential. We are committed to providing learning and training opportunities to help develop future talent.

The Company recognises that there is work still to be done in some areas of the business to attract women in wanting to move into positions of management or areas which have historically been male orientated to redress the gender pay gap. We will be working on the opportunities arising from gender pay reporting and our ongoing analysis will ensure we are proactively managing our pay fairly and equitably.

We continue to encourage diversity and support in all areas of the business.