Gender Pay Gap Report 2022
From April 2017, all UK organisations employing in excess of 250 people are required by law to report annually on their Gender Pay Gap. This is our first Gender Pay Gap (GPG) report. This details the extent of the GPG within Wholebake Ltd. in the UK and outlines our plans & efforts to continually strengthen and embed diversity & inclusion into our workplace.
The Gender Pay Gap shouldn’t be confused with equal pay. Equal pay means that men and women in the same employment and performing equal work must receive equal pay. However, the Gender Pay Gap is defined as the difference between the average earnings of men and women, regardless of seniority or job role, as at the 5th April each year.
Wholebake Ltd. is committed to being an Equal Opportunities employer, we offer a variety of opportunities from production to Exec level. We believe in investing in all of our employees, empowering them to reach their full potential through various training programmes and ongoing support.
The Gender Pay Statistics
This report shows that, on average, males earn 11.43% more per hour than females based on hourly pay. Males in the organisation also earned on average 37.38% more in Bonus Pay in the period 6 April 2021 – 5 April 2022 in comparison to females.
One point of note is that one male individual received a one-off bonus payment relating to a share equity pay-out, which has skewed the mean result significantly in relation to bonus pay. Without this result, the percentage for Mean Bonus Pay difference would be 11.22%.
There is only a small difference of 0.88% at the middle points in the ranges of men and women’s pay when calculating the median on hourly pay, however there is a 24.20% difference in the bonus mid points.
This data shows that more males received a bonus payment than females and crucially there is a significant disparity between the bonus amounts paid to males versus females. As senior leaders typically earn the highest bonuses and we have a larger proportion of men in the senior positions, this would explain why we have this disparity. However, we are confident that all genders in the bonus scheme are treated equally where their roles are at similar levels.
More work needs to be done in both the hourly pay and bonus areas in order to bring the gap closer to zero.
|Calculation||Hourly Pay||Bonus Pay|
Percentage of Men and Women Receiving Bonus Pay (Bonuses were for attendance, refer a friend, long service awards, working Saturday overtime, and share equity pay out)
Pay Quartiles 5th April 2022
- Overall Gender Workforce – Based on an overall headcount of 251, we have 144 males and 107 females
- The pay quartiles show the percentage of men and women when segmented by pay quartiles of equal number of employees.
- The table below shows a breakdown of role type for each quartile.
- As we have a significant number of employees (189 of the total 251) working in manufacturing and operational roles and these roles typically carry a lower pay rate than office based professional roles, when divided into equal parts, 3 of the 4 quartiles are heavily represented by the hourly paid workforce.
- We can see a relatively even split of male to female employees in the Lower Pay and Upper Middle Pay Quarters, which reflects a healthy cross-section of Male to Female employees across our business.
- There is an approximate 2:1 ratio Male to Female across the Lower Middle and Upper Pay Quarters. We hope to achieve a slightly better balance across these quartiles in 2022-2023 through the introduction of a new Flexi-time policy into the business, which may enable more females to take up roles within Wholebake which previously they may not have been able to do.
|Lower Pay Quarter||Operator, Administrator|
|Lower Middle Pay Quarter||Operator, Administrator|
|Upper Middle Pay Quarter||Operator, Administrator, Team Leader, Supervisor|
|Upper Pay Quarter||Specialist, Engineer, Manager, Senior Manager, Exec|
Bridging the Gap
On 5 April 2022 we employed a total of 251 people. As is typical of a food manufacturing business our workforce has a slightly uneven gender balance - 57% of our workforce is male.
We realise that to create a better balance we must make ourselves more appealing to females, we are doing this through:
- Improved recruitment strategies
- Focusing on hiring the right person for the job, be that male or female
- Applying our Equal Opportunities policy and regularly reviewing its impact
- Offering career progression for all who have the appetite and aptitude
- Regularly reviewing our policies, and procedures, such as family friendly related policies
A Note from Our CEO
With our workforce being predominantly male, there is clearly a gap in our gender balance and this is reflected in our gender pay gap being slightly above the national average.
Our bonus payments, with the exception of the anomalous result, for the year in question, show a similar picture. This is an area we will focus on going forward in order to address some of the bonus pay gap differences.
However, I am delighted to see the wide diversity of males and females across the Wholebake business as a whole and gives us a solid foundation to leap from in our quest to be a more diverse organisation.
Our business is committed to:
- Introducing new initiatives to our recruitment strategies to attract more females into our business
- Regularly monitoring and analysing our data to ensure progress is ongoing and expectations are achieved
- Introducing changes to our reward offerings and regular benchmarking, commercially, nationally and locally
- Continuing to treat all our colleagues with respect & dignity
I can confirm that all of our data is accurate.