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 15.5% (median) and 14.6% (mean) (ONS 2020) lower for women than men. In line with the regulations, employees who were furloughed and receiving less than full pay during the relevant pay period have been excluded from the pay gap (but not the bonus gap) calculations.
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 almost 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 0.4% and a median gap of 3.3%, both of which are significantly lower than the average GB gap. Both the mean and median gaps have also reduced significantly 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. No bonus awards were made during the year.
Lightbody Ltd
Lightbody’s has a mean gender pay gap of 8.2% and a median gap of 1.1%, both of which are significantly lower than the average GB gap. Both the mean and the median gaps have reduced versus the prior year, with the median reducing significantly. 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. Only one exceptional bonus payment was made during the year.
Nicholas & Harris Ltd
Nicholas & Harris has a mean gender pay gap of 21.6% and a median gap of 7.4%. The median is significantly lower than the average GB gap. The mean has increased slightly versus prior year, however the median has reduced. The data is influenced by the small population (271 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 62% of the employees are male and 38% female. There has been an increase in the number of female employees, the distribution of which has resulted in a reduction in the gap amongst higher paid positions, however an increase in the gap amongst lower paid positions. There are also fewer senior female staff on the night shift which attracts higher levels of pay. No bonus awards were made during the year.
Fletchers Bakeries Ltd (Fletchers and Kara)
Fletchers Bakeries has a mean gender pay gap of -0.3% and a median gap of 8.7%, both of which are significantly lower than the GB average gap and demonstrate an improvement versus the prior year. The data is influenced by the relatively small population (384 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 reasonably static, with 82% of the employees being male and 18% female. The gender ratio across the different quartile bands remains consistent with our gender mix. 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. No bonus awards were made during the year.
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 is 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
April 2021
