Pioneer Foods Gender Pay Statement

We employ directly 38.5% women and 61.5% men

Pioneer Foods Gender Pay Statement 2019

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 2019


Average gender pay gap as a mean average




Average gender pay gap as a median average




Average bonus gender pay gap as a mean average




Average bonus gender pay gap as a median average




Proportion of men and women received Bonus

Male - 63.04%

Female - 52.08%


Proportion of men and women in the four banded pay groups




Upper quartile




Upper middle quartile




Lower middle quartile




Lower quartile




Summary for 2019

Pioneer Foods UK is an equal opportunities employer and offers an internal tiered salary structure, irrespective of gender. Internally we employ directly 38.5% women and 61.5% 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 was different in 2018 as Shift Premiums were added in the hourly rate therefore the Gender Pay Gap in hourly rate had increased.

However, April 2019 the mean gender pay gap is reduced from 18.02% to 13.42% and median from 18.32% to 11.36% as we have employed more women in the upper quartile.

While we are pleased to report progress, we also have more work to do and are committed to a continued focus on reducing the gender pay gap.

The bonus pay gap in mean is increased from 4.72% higher to 13.16% lower and Median from 0% to 11%. The underlying gender bonus gap reflects the higher proportion of males in the production areas who received attendance bonus and an extra week pay.

Compared to the 2018 report, we are clear that we recruited more women in senior roles in 2018-2019 which has improved the mean gender pay gap and median gender pay gap. 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 difference April 2018 to April 2019

In the upper quartile males have reduced from 69.41% to 61.29% and females have increased from 30.59% to 38.71%, we have recruited more women in the upper quartile.

In the lower quartile males have increased from 31.39% to 35.11% and females have reduced from 68.60% to 64.89%, we have recruited more men in the lower quartile.

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 are 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.

We strive to continually improve our gender pay gap and will publish the results again in April 2021 as a requirement of the government initiative into equal pay.

I confirm that our data has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.