Gender Pay Gap Report
This report sets out the gender pay gap statistics for Délifrance (UK) Ltd in relation to the reporting year of 2022-23.
Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, Délifrance (UK) Ltd is legally required to publish, on an annual basis, specified information relating to our gender pay gap. The data presented relates to the snapshot date of 5th April 2022.
The following information has been calculated in accordance with the Regulations and is legally compliant.
The Gender Pay Gap
The gender pay gap is the difference between the average pay of men and women, expressed as a percentage. The gap is calculated across the entire workforce of an organisation.
The gender pay gap has many contributing factors which will differ from organisation to organisation, across sectors and across geographical locations. These factors may or may not be unlawful or discriminatory, guided by society or cultural aspects, or as a result of internal organisational practices.
It is crucial to our understanding of gender pay disparity to recognise that the gender pay gap is different to equal pay. Equal pay is where there is a discriminatory pay difference between men and women who carry out the same job, jobs rated as equivalent or work of equal value. The existence of a gender pay gap does not automatically give rise to any discrimination or equal pay matters.
The purpose of publishing the gender pay gap is not to confirm compliance with the law; rather it is a way to show the relative equality of jobs being shared amongst men and women in an organisation using pay as a guide to the job’s worth.
Délifrance is one of the leading bakery players in the UK food industry supplying the major retailers and food service outlets with premium speciality breads and Viennoiserie. Our two manufacturing sites in the UK are in Southall in West London and in Wigston in Leicestershire. In April 2022, we employed 401 people – this is an increase of 23% compared with out April 2021 headcount. 67% of our employees are male and 33% female. This gender imbalance is because the food manufacturing sector has traditionally attracted more men than women.
Our Commitment to Equality and Diversity
We are committed to promoting equality of opportunity for all staff and job applicants. We aim to create a working environment in which everyone is able to make best use of their skills, free from discrimination or harassment and in which all decisions are based on merit. We do not discriminate against staff on the basis of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation.
We employ people of many different backgrounds and heritages and are proud of our diversity. We promote this throughout the year by celebrating a variety of cultural and religious festivals. In 2023, we introduced a new Hybrid Working Policy aimed at giving colleagues greater flexibility around remote working. This will advantage both men and women and should enable both to balance their home and work lives.
Gender Pay Gap
In the information below, the Mean and Median Hourly Pay and Bonus Gaps between men and women are expressed as a percentage difference to the men’s pay and bonus values. This means that a positive value indicates a gap in favour of men and a negative value in favour of women. You can see that the statistics on the Median Hourly Pay Gap in the chart below show that women have been earning comparatively more than men over the past 6 years but that based on the Average Hourly Pay Gap, men's pay rates have been higher than women's.
Mean Gender Pay Gap
Based on the mean (average) hourly rate of pay for male and female employees in the relevant pay period, our Mean Gender Pay Gap is 6%*.
This means that men earn on average 6% more than women. In 2021, the gap was 2.5% and so we can see a slight widening of the gap compared with the previous year.
Median Gender Pay Gap
Based on the median (middle) hourly rate of pay for male and female employees in the relevant pay period, our Median Gender Pay Gap is 1.8%*.
This means that men earn 1.8% more than women when we look at the midpoint for both genders and so we are very close to pay parity based on this measure.
Gender Bonus Gap
Mean Gender Bonus Gap
Based on the Mean (average) Bonus Pay for male and female employees in the relevant pay period, our Mean Gender Bonus Gap is 9.7%*.
So we conclude that on average, men earn 9.7% more in Bonus payments than women.
Median gender bonus gap
Based on the Median (middle) Bonus Pay for male and female employees in the relevant pay period, our Median Gender Bonus Gap is -8.5%*.
This shows that women earn 8.5% more in bonuses compared with men when we look at the midpoint for both genders.
*Rounded to one decimal place
The chart below tracks the 2 measures over the past 6 years.
Quartile Pay Bands
The following chart summarises the proportions of relevant male and female full time employees in the lower, lower-middle, upper-middle and upper quartile pay bands:
We therefore have more work to do to increase the % of Women in the higher paid roles.
This table shows the proportions of male and female relevant employees who were paid bonus pay during the relevant period:
The % refers to the proportion of male employees who received a Bonus and the proportion of female employees who received one and not the relative % of male to female employees. One of the reasons why a larger % of Women received a Bonus is that more Male colleagues are based on the shopfloor and are therefore unlikely to be eligible for one.
Looking at these numbers, you can see that 2 of the 4 key indicators over the past 6 years - namely the Mean and the Median Gender Pay Gap figures. Furthermore, the Median Pay Gap of 1.8% compares favourably with the National Gender Pay Gap Median of 14.9% as published by the office for National Statistics (ONS) for April 2022.
Looking at the Bonus figures, there was a notable exception in 2021, when the Median Bonus for Women exceeded that for Men by 100%. Whilst Women were more likely to receive a Bonus in 2022, the overall %s of the groups were much closer in 2022.
All in all, we are proud of the progress that we have made in reducing the gender pay and bonus gap between men and women in Délifrance (UK) Ltd. We look forward to increasing the number of women in the workforce as a whole and to promoting a culture in which career progression is available for all. We also recognise that we need to increase the % of Women in higher paid roles.
I confirm that I have reviewed the data used and the calculation of the Gender Pay Gap and Bonus Pay Gap and that to the best of my knowledge and belief the required elements are accurately expressed in accordance with the regulations.
General Manager, Délifrance (UK) Ltd