Gender Pay Gap Report for 2020 - 21
This report sets out the gender pay gap statistics for Délifrance (UK) Ltd in relation to the reporting year of 2020-21.
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 2021.
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 2021, we employed 326 people – 71% male and 29% 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.
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 and so a positive value indicates a gap in favour of men and a negative value in favour of women.
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 2.5%*.
This means that men earn on average 2.5% more than women. In 2020, the gap was 3% and so we can see a 0.5% difference compared with the previous year. It is the third consecutive year in which we have seen a reduction in the pay gap.
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 -8.9%*.
This means that women earn 8.9% more than men when we look at the midpoint for both genders and it is the second year in succession in which we have seen this.
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 0.5%*.
This means that on average, men earn 0.5% 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 -100%*.
This means that women earn twice as much in bonuses compared with men when we look at the midpoint for both genders.
*Rounded to one decimal place
Looking at these numbers, you can see that 2 of the 4 key indicators show women employees doing better than men and that in the other 2, we are very close to achieving parity. Indeed, the mean pay gap of 2.5% represents a 0.5% decrease compared to 2019/20 and is significantly better than the national gender pay gap average of 15.4% as published by the Office for National Statistics (ONS) for April 2021.
We believe that the larger number of men working in a shopfloor environment relative to the number of women is likely to be one of the reasons for this. Males tend to be in more manual roles which are less well paid whereas female colleagues are more likely to be in customer facing or specialist roles.
The reason for the difference between the median and mean gender Bonus gaps is that a larger number of male employees qualified for a Bonus based on length of service and this affected the midpoint for male Bonuses – bringing it down relative to women. It did not have the same impact on the mean gender Bonus gap which was only 0.5% in favour of male employees. In any event, a greater % of females qualified for a Bonus payment.
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.
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