Pioneer Foods Gender Pay Statement

We employ directly 41.71% women and 59.29% men

Pioneer Foods Gender Pay Statement 2020

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 2020

1

Average gender pay gap as a mean average

 

16.01%

2

Average gender pay gap as a median average

  

13.33%

3

Average bonus gender pay gap as a mean average

  

45.53%

4

Average bonus gender pay gap as a median average

  

-6.23 Higher

5

Proportion of men and women received Bonus

Male –
19.72%

Female –
 16.03%

6

Proportion of men and women in the four banded pay groups

Male

Female
 

Upper quartile

68.82%

31.18%
 

Upper middle quartile

72.04%

27.96%
 

Lower middle quartile

54.25%

45.74%
 

Lower quartile

38.30%

61.70%

 

Summary for 2020

Pioneer Foods UK is an equal opportunities employer and offers an internal tiered salary structure, irrespective of gender. Internally we employ directly 41.71% women and 59.29% 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.

April 2020 the mean gender pay gap is increased from 13.42% to 16.01% as the bonus payment was included in the hourly rate, the median gender pay gap also increased from 11.36% to 13.33%.

April 2020 the total number of women increased from 38.50% to 41.71% and men reduced from 61.50% to 58.29%

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 13.16% higher to 45.53% lower and Median from 11% to 6.23% higher. The underlying gender bonus gap reflects the higher proportion of males who received the bonus payment in 2019. The Median bonus pay gap has reduced from 11% to -6.23 higher which is in favour of women.

Compared to the 2019 report, we are clear that we recruited more women in senior roles in 2019-2020 which has improved the proportion of male and female.  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 2019 to April 2020

In the upper quartile males have increased from 61.29% to 68.82% and females have decreased from 38.71% to 31.18%, this difference is due to having more men in our process area and these colleagues receive higher level of shift premium.

 

In the upper middle quartile males have reduced from 80.65% to 72.04% and females have increased from 19.35% to 27.96%, we have promoted women in the production area.

 

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 2022 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.