Gender Pay Gap Report

Introduction

From April 2017, all UK organisations employing in excess of 250 people are required by law to report annually on their Gender Pay Gap. This is our first Gender Pay Gap (GPG) report. This details the extent of the GPG within Wholebake Ltd. in the UK and outlines our plans & efforts to continually strengthen and embed diversity & inclusion into our workplace.

The Gender Pay Gap shouldn’t be confused with equal pay. Equal pay means that men and women in the same employment and performing equal work must receive equal pay. However, the Gender Pay Gap is defined as the difference between the average earnings of men and women, regardless of seniority or job role, as at the 5th April each year.

Wholebake Ltd. is committed to being an Equal Opportunities employer, we offer a variety of opportunities from production to Exec level. We believe in investing in all of our employees, empowering them to reach their full potential through various training programmes and ongoing support.

The Gender Pay Statistics

This report shows that, on average, males earn 9.24% more per hour than females based on hourly pay. Males in the organisation also earned on average 20% more in Bonus Pay in the period 6 April 2022 – 5 April 2023 in comparison to females.

There is only a small difference of 0.65% at the middle points in the ranges of men and women’s pay when calculating the median on hourly pay, however there is a 20.00% difference in the bonus mid points.

This data shows that more males received a bonus payment than females and crucially there is a significant disparity between the bonus amounts paid to males versus females. As senior leaders typically earn the highest bonuses and we have a larger proportion of men in the senior positions, this would explain why we have this disparity. However, we are confident that all genders in the bonus scheme are treated equally where their roles are at similar levels.

More work needs to be done in both the hourly pay and bonus areas in order to bring the gap closer to zero.

Calculation	Hourly Pay	Bonus Pay
Mean	9.24%	29.30%
Median	1.65%	20.00%

Percentage of Men and Women Receiving Bonus Pay (Bonuses were for attendance, refer a friend, long service awards, working Saturday overtime, and share equity pay out)
Men	40.43%
Women	30.67%

Pay Quartiles 5th April 2023

Overall Gender Workforce – Based on an overall headcount of 305, we have 166 males and 139 females

The pay quartiles show the percentage of men and women when segmented by pay quartiles of equal number of employees.
The table below shows a breakdown of role type for each quartile.
As we have a significant number of employees (244 of the total 305) working in manufacturing and operational roles and these roles typically carry a lower pay rate than office based professional roles, when divided into equal parts, 3 of the 4 quartiles are heavily represented by the hourly paid workforce.
We can see a relatively even split of male to female employees in the Lower Pay and Upper Middle Pay Quarters, which reflects a healthy cross-section of Male to Female employees across our business.
We’ve reduced the gender disparity in the Lower Middle and Upper Pay quartiles from FY22 from 2:1 ratio to 1.25:1. We have attributed this significant and positive change to be driven by the implementation of our Flexi-time Policy. This has enabled those with caring needs and family needs to have more flexibility with their work commitments enabling them to take up roles in Wholebake previously unsuitable for them due to their need to balance their at home needs around their work.

Quartile	Role Type
Lower Pay Quarter	Operator, Administrator
Lower Middle Pay Quarter	Operator, Administrator
Upper Middle Pay Quarter	Operator, Administrator, Team Leader, Supervisor
Upper Pay Quarter	Specialist, Engineer, Manager, Senior Manager, Exec

Bridging the Gap

On 5 April 2023 we employed a total of 305 people. As is typical of a food manufacturing business our workforce has a slightly uneven gender balance of 54% of our workforce is male. However, this is a reduction of 3% compared to the previous year from 57%. This is showing a positive trend with our continued commitment to have a fair and equitable workforce.

We realise that to create a better balance we must make ourselves more appealing to females, particularly in male dominated roles, we are doing this through:

Improved recruitment strategies
Focusing on hiring the right person for the job, be that male or female
Applying our Equal Opportunities policy and regularly reviewing its impact
Offering career progression for all who have the appetite and aptitude
Regularly reviewing our policies, and procedures, such as family friendly related policies
Using benchmarking data to drive pay reviews to ensure pay is awarded fairly and equitably across our organisation

A Note from Our CEO

With our workforce being predominantly male, there is small gap in our gender balance, and this is reflected in our gender pay gap being slightly above the national average.

However, I am delighted to see the wide diversity of males and females across the Wholebake business as a whole and gives us a solid foundation to leap from in our quest to be a more diverse organisation.

Our business is committed to:

Introducing new initiatives to our recruitment strategies to attract more females into our business
Regularly monitoring and analysing our data to ensure progress is ongoing and expectations are achieved
Introducing changes to our reward offerings and regular benchmarking to ensure these are fair and equitable
Continuing to treat all our colleagues with respect & dignity

I can confirm that all of our data is accurate.

Our Accreditations

Join our mailing list...

01490 412297info@wholebake.com

Head Office

Tyn Y Llidiart Industrial Estate Corwen Denbighshire LL21 9RR

Call: 01490 412297

Warehousing & Production

41a Abenbury Way
Wrexham Industrial Estate
Wrexham
LL13 9UZ

Call: 01490 412297

Admin

Rake Farm, Rake Lane
Eccleston
Chester
CH4 9JN

Call: 01244 886169