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Allied Bakeries

Context

This is our second annual report on Gender Pay across Allied Bakeries. Our context remains unchanged, both in terms of our commitment to the recruitment and development of talent that reflects the rich diversity of the society and communities we live in, and in our ambition to provide a working environment in which everyone can thrive and access all opportunities.

 Pay

This year our mean gender pay gap has fallen by 1.8% from a previous figure of -10.4% to -8.6%.  As was the case last year, this figure is driven by the higher proportion of men than women in front-line operational roles.

 

Difference

Mean

Median

Gender Pay Gap

-8.6%

1.2%

Pay Quartiles

Pay Quartiles 2018

Pay quartile analyses show the percentages of women and men in each salary range. The findings are driven by proportionately higher numbers of men in the business, currently typical in FMCG manufacturing.

 

Changes in business operations and organisational structures in 2017/18 mean that the total number of men employed by the business has fallen by 1.4%, and of women by 5.7%. This has had some impact on our pay quartile distribution. 

 

Changes in business operations and organisational structures in 2017/18 mean that the total number of men employed by the business has fallen by 1.4%, and of women by 5.7%. This has had some impact on our pay quartile distribution. 

Difference

Mean

Median

Gender Bonus Gap

37.5%

-10.7%

Proportion of Females vs Males receiving a bonus

Females v Males
 

 

The core gender bonus gap calculation includes short term incentive programmes as well as reward and recognition benefits - for example, the employee recognition scheme, loyal service awards and recruitment referral rewards. In 2017/18 less of these awards have been issued which has driven a decrease in the median figure from -540% to -10.7%.

 

To view the full AB Grain Products Ltd published statement, please follow this link 

  https://www.abf.co.uk/abf-grain-products-ltd-gender-pay-gap-report-2018

  

Progress to Since Last Report

While there is always more to do, we are pleased with the progress we made in 2017/18.  We have promoted 5% of our female population into more senior roles across the organisation.  We have continued to build on the work around diversity through our volunteer-led Diversity Working Group and have taken our most senior employee group through Diversity and Inclusion training.

 

We have adopted new recruitment practices to make sure that our adverts are not unconsciously gender biased, and that we are actively including flexible and agile working opportunities in our recruitment campaigns to attract a wider audience.  We have identified more roles in the business that can be worked on a flexible basis, and  are currently running a campaign for female drivers with flexible working as an option.

 

Our Commitments

We are committed to keep building on the work we have put in place to tackle gender pay and bonus gaps and remove any barriers to equality of opportunity for all.

Our focus for the next 12 months will be to continue to review recruitment activities and have confirmed with recruitment partners that all senior roles must have a minimum of one female in the shortlist.  Looking inward, we will be running a company-wide engagement survey to gain insights from our employees on what they think it is like to work at Allied Milling & Baking. Part of that survey will focus on how we are doing in our aim to create a culture where talent and contribution are consistently and equally recognised.


Jon Jenkins

Managing Director - Allied Bakeries

 

Definitions

The mean pay gap is the difference between average hourly earnings of men and women

The median pay gap is the difference between the midpoints in the ranges of hourly earnings of men and women. It takes each person's pay and lines them up in order from lowest to highest, and compares the pay at the midpoint.