Gender Pay Gap Report

Our three core values of integrity, quality and respect relate to how we work together as a team, our products and how we work with our suppliers and customers.

 

On joining Westons all colleagues commit themselves to these common values which govern the way we should behave towards each other, our customers, our suppliers and how we go about our work.

 

The gender pay gap shows the difference in the average pay between men and women in a workforce.

 

introduction

There are six calculations as follows:

1. Mean gender pay in hourly pay – the percentage difference between the mean average hourly rates of men and women’s pay.
2. Median gender pay gap in hourly pay – the percentage difference between the midpoints in the ranges of men and women’s pay.
3. Mean bonus gender pay gap
4. Median bonus gender pay gap
5. Proportion of men and women receiving a bonus payment
6. Proportion of men and women in each pay quartile – calculated by dividing employees into four even groups according to their pay. The upper quartile with the highest level of pay and the lower quartile with the lowest levels of pay.

gender pay gap as of 5th april 2024

As an employer with over 300 employees, we have a duty under the Equality Act 2010 Regulations 2017 to publish gender pay gap information relating to our employees. We must publish this information on our external website and a dedicated Government website: gender-pay-gap.service.gov.uk.

This report helps to understand if and why Westons has a gender pay gap.

The data analysis is as follows:

 

Calculation 1: Percentage of men and women in each hourly pay quarter.

H Weston & Sons Ltd has 301 full-pay relevant employees

76 employees are in the lower hourly pay quarter.  55 are men and 21 are women. 

This means 72% are men and 28% are women.

75 employees are in the lower middle hourly pay quarter.  57 are men and 18 are women. 

This means that 76% are men and 24% are women.

75 employees are in the upper middle hourly pay quarter.  61 are men and 14 are women. 

This means that 81% are men and 19% are women.

75 employees are in the higher hourly pay quarter.  50 are male and 25 are women. 

This means that 67% are men and 33% are women.

 

Hourly pay quarter	Women	Men
Upper	33%	67%
Upper middle	19%	81%
Lower middle	24%	76%
Lower	28%	72%

 

 

Calculation 2: the mean (average) gender pay gap using hourly pay

H Weston & Sons Ltd has 301 full-pay relevant employees.  223 are men and 78 are women.

Men’s hourly pay amounts to £3946.60 divided by 223 equals £17.70 per hour (average) for men

Women’s hourly pay amounts to £1352.24 divided by 77 equals £17.56 per hour (average) for women.

This means that, using the mean (average), women at Westons are paid 0.79% less than men. 

This means for every £1 a man earns at Westons a woman earns £0.99.

 

Calculation 3: the median gender pay gap for hourly pay

The median is the middle point of a range of numbers arranged in order.

H Weston & Sons Ltd has 301 full-pay relevant employees.  223 are men and 78 are women.

The man in the middle of 223 men earns £14.42 an hour

The woman in the middle of 78 women earns £14.45 per hour

Westons median gender pay gap using hourly pay is -0.03%.

This means that when using the median, women at Westons are paid 0.21% more than men. 

This means that for every £1 a man earns at Westons, a woman earns £1.0021.

 

Calculation 4:  the percentage of men and women receiving bonus pay

This calculation shows the percentage of men and women who received bonus pay in the 12 months.

Westons has 301 relevant employees.  223 are men, and 157 received bonus pay. 78 are women, and 57 received bonus pay.

The results show that 70.4% of men and 73.1% of women received a bonus.

 

Calculation 5: mean (average) gender pay gap for bonus pay

This calculation shows the difference in the mean (average) bonus pay paid to men and women.

The mean  (average) bonus pay for men is £1110 and the mean (average) bonus pay for women is £989.

Westons has a 10.8% mean (average) gender pay gap using bonus pay.

This means that, using the mean (average), women at Westons are paid 10.8% less in bonus pay than men. 

This means that for every £1 a man receives in bonus at Westons, a woman receives 89p.

 

Calculation 6: median gender pay gap for bonus pay

This calculation shows the difference in the median bonus pay paid to men and women.

Westons has a median gender pay of £632 for all relevant employees who are men, and £483 for all relevant employees who are women.

Westons has a 23.5% median bonus gender pay gap.

This means that when using the median, women at Westons receive 23.5% less bonus pay than men. 

This means for every £1 a man receives in bonus pay a woman receives 76p.

 

Next Steps in 2024

• Include a fair representation of men and women in shortlists for recruitment and promotions
• Equality, Diversity & Inclusion training
• Promoting and supporting our employee networks so that they can continue to develop and grow

• Use our Performance Conversation Framework in conjunction with other factors to make informed decisions to recognise and financially reward employees fairly and consistently for their contributions.

• Set internal targets

 

GLOSSARY

Mean and median

The mean is the sum of all the numbers in the set, divided by the number of numbers in the set. The mean can be skewed by a small number of larger salaries in an organisation.

The median is the middle point of a number set (when arranged in number order) in which half the numbers are above the median and half are below. The median represents distribution of women throughout the salary bands of an organisation, and is the metric used by the ONS to describe the UK’s gender pay gap.

Pay gap and equal pay

The gender pay gap is different to equal pay.  The gender pay gap is the difference in average hourly earnings between all women and all men across an organisation.  It is based on hourly rates paid directly to employees before tax and national insurance contributions are deducted.  If, for example, women do more of the lower paid jobs within an organisation than men, the gender pay gap is usually bigger. Equal pay is the difference in pay for men and women who carry out the same or similar job or work of equal value.  Since 1970 it has been unlawful to pay people unequally because they are a man or woman.

Ordinary pay

Ordinary pay includes basic pay, allowances, pay for piecework, pay for leave and shift premium pay. (Ordinary pay does not include overtime pay; allowances earned during paid overtime hours; redundancy pay; pay related to termination of employment; pay in lieu of annual leave; any repayments of authorised expenses; benefits in kind; interest-free loans)

Pay quartiles

Quartiles are values that divide data into quarters. When the pay data is organised sequentially, it is then divided into quarters: the lowest 25% of numbers (lower quartile); the next lowest 25% of numbers, up to the median (lower middle quartile); the second highest 25% of numbers, above the median (upper middle quartile); and the highest 25% of numbers (upper quartile). Pay quartiles are calculated by hourly pay rates rather than organisation-specific pay bands or grades.

Hourly pay

The gender pay gap is based on hourly pay excluding overtime. This enables employers to consider the gender pay gap across the workforce as a whole. Hourly pay is the sum of ordinary pay and additional allowances that were paid in the pay period which ends on the snapshot date (5^th April 2024). This means part-time workers are measured like-for-like on hourly pay against full-time workers.

 

We encourage development training at all levels across the business so that any employee is suitably skilled and qualified to be promoted as and when opportunities arise.

HM Thomas

24.7.24