Bernard Matthews Foods Ltd 2018 Gender Pay Report

Our Gender Pay Gap

At Bernard Matthews Foods Ltd, our people are at the heart of our business. It takes hard work and passion to be able to deliver our customers’ requirements every day.

We are proud that our workforce reflects a diverse and modern society and welcome the opportunity to report our Gender Pay data in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

We fully support the new Government initiative, which we hope will prove to be a valuable catalyst to tackling inequality across the economy.

Under the new legislation, UK businesses employing upwards of 250 staff are required to disclose their Gender Pay Gap. You can find our statutory data and our commentary on the data below. We are confident as a business that over time, and with the right focus, significant progress will be made towards achieving a more balanced workforce, and we will report on this progress over the coming years.

Gender Pay Gap Reporting Figures

The gender pay gap is defined as the difference between the mean or median hourly rate of pay that male and female colleagues receive.

Mean and Median Hourly Difference

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 all salaries in the sample, lines them up in order from lowest to highest, and picks the middle-most salary.

The figures are provided in the chart below based on hourly rate of pay as at 30 March 2018 and bonuses (performance awards) paid in the year to March 2018. In fact no bonuses were paid in that period.

The table below shows the mean and median difference in hourly pay between male and female employees.

Median Gender Pay Gap 2017 1.99%
Median Gender Pay Gap 2018 3.2%
Mean Gender Pay Gap 2017 5.69%
Mean Gender Pay Gap 2018 2.9%

The Median Gender Pay Gap has increased from 1.99% to 3.2% and the Mean Gap reduced from 5.69% to 2.9%.

Pay Quartiles

The pay quartiles below show the proportion of male and female employees in the lower (Q1), lower middle (Q2), upper middle (Q3), and upper quartile (Q4) pay bands.

Lower quartile
Female 32%
Male 68%

Lower middle quartile
Female 37%
Male 63%

Upper middle quartile
Female 19%
Male 81%

Upper quartile
Female 27%
Male 73%

Bonus

The tables below show the mean and median bonus pay difference between male and female employees, and the percentage of men and women who received bonus pay within the required 12 month reporting period. As can be seen from the data below, no bonus payments were made in 2018.

Mean and Median Bonus Pay Gap
Mean 0%
Median 0%

Percentage of Males and Females Receiving Bonus
Mean 0%
Median 0%

Understanding What Our Gender Pay Data Means

At Bernard Matthews Foods Ltd, we believe that everyone should have the same opportunities regardless of gender and we will continue to strive to ensure that we create an inclusive culture where everyone has the opportunity to progress.

Our analysis has shown that our pay and bonus gaps are largely driven by an imbalance in the ratio of men and women, which increases further up the hierarchy (as shown in our pay quartile data). We continue to be confident that there is no imbalance in the rates of pay given to men and women doing the same or equivalent work, and nor is there a significant gap between men and women at the equivalent grade in our structure.

We have seen an increase in the percentage of women in the Upper Quartile pay band, increasing from 15% to 27%, though there was a drop in the Upper Middle Quartile from 34% to 19%.

The Mean Gender Pay Gap has dropped from 5.69% to 2.9% and the Median Pay Gap has increased from 1.99% to 3.2%. However, we believe that our data compares well against reported national figures. For example, Office for National Statistics reports a median pay gap of 17.9% across all sectors in 2018.

We will continue to review our progress against national data, the manufacturing sector and our direct competitors in order to benchmark our progress over time.

It will take time to see significant change but we will update our plans which include reviewing our recruitment and retention strategies, review where we advertise roles and establishing gender balance shortlists from recruitment agencies.

I can confirm that our data is accurate.

Richard Maxfield
Managing Director