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 2023.

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.

Organisational Context

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 2023, we employed 440 people – this is an increase of nearly 9% compared with out April 2022 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 advantages both men and women and enables those that can work from home to better 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 for 5 of the past 7 years but that based on the Average Hourly Pay Gap, men's pay rates have been consistently 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 12%*.

This means that men earn on average 12% more than women. In 2021/2, the gap was 6% and so we can see a widening of the gap compared with the previous year.  This could be partly because there has been a significant increase in the number of men in the Lower Middle Quartile since the previous year as we have recruited in the external market. 

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 6.3%*.

This demonstrates that men earn 6.3% more than women when we look at the midpoint for both genders. This compares with a gap of 1.8% between men and women last year.

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 38%* in favour of men. This compares unfavourably with a gap of 9.7% in 2012/2. This is despite the fact that 54% of women employees qualify for a bonus compared to only 29% of males - so although women are more likely to receive a bonus than their male colleagues, the value of the bonus is relatively less. (See below.)


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 0%*. This is the same as last year.

This shows that women earn the same amount 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 7 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 looking at this year and the year before:



We therefore have more work to do to increase the % of Women in the higher paid roles.


Bonus Proportions


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. 



Looking at these numbers, you can see that we have achieved pay parity in 1 of the 4 key indicators in 2022/3 - namely the Median Gender Bonus Pay Gap figure. However, the Median Pay Gap of 6.3% compares favourably with the National Gender Pay Gap Median of 14.3% as published by the office for National Statistics (ONS) for April 2023. 

We realise that this more that we need to do to increase the number of women in the Upper and Upper Median Quartiles. We are committed to 40% of the Delifrance UK and I Board Members being female and we have achieved this target for the past 2 years. 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 are focussed on seeing an improvement in our Gender Pay Gap metrics in the coming years. 



I confirm that I have reviewed the data used and the calculation of the Gender Pay Gap and Bonus 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.


Niall Cogan
General Manager, Délifrance (UK) Ltd