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Allied Bakeries


Our Data



This year our mean gender pay gap has increased by 1.2% alongside an increase in the number of females in our upper pay quartile. In the Bakeries we have a proportionally higher number of males than females in front line roles which is typical in FMCG manufacturing and due to the lower salaries in front line roles, this has the effect of creating a pay gap in favour of women who have higher representation in non front line roles.





Gender Pay Gap




Pay Quartiles



Pay quartile analysis show the percentages of women and men in each salary range. The data clearly shows the proportionately higher numbers of men in the business.


The gender bonus gap is calculated by annual bonuses as well as one-off reward and recognition benefits which are generally of lower monetary value – for example, the employee recognition scheme, loyal service awards and recruitment referral rewards. This formula results in variations in the mean and median figures on an annual basis depending on how many recognition benefits have been awarded during the year. For example, if a higher number of lower value reward and recognition benefits have been awarded this adversely impacts on the median figure and as our business is 85.5% male vs 14.5% female; this drives a negative median figure.





Gender Bonus Gap




The data shows a higher proportion of women than men receiving bonus in percentage terms, however, in actual terms 64 women and 193 men received bonus; of that 55 women and 110 males received bonus payments that did not include loyal service etc and therefore were higher in value.


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



Our Progress

Inclusion and Diversity is high on our agenda, with a clear commitment to removing barriers that prevent equality of opportunity for all. We have established a cross company group to champion the Diversity agenda in their own functional areas and support us in our 3-year plan towards improved inclusion. Actions this year have included;

  • Using data to understand the challenges and opportunities
  • Taking action to strengthen inclusion across our business
  • Communicating our I and D vision and commitment to take our teams on the journey with us

As well as continuing Inclusion and Diversity training for our leaders across the business, we are embracing positive change around ways of working that have been an unexpected benefit of Covid 19 such as homeworking and flexible approach to work.

Our plan over the next 12 months is run a second Company-wide survey to help us further understand our employee views to continue to shape our plan and how we operate to help achieve our commitment.