Gender Pay Gap Information 2025

WC Rowe are required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. If you have any queries in relation to this information, you can get in touch here: contactus@rowesbakers.co.uk

Gender pay gap reporting requires organisations to undertake calculations to show the average earnings difference between males and females. Information is sourced from our internal data management systems and processes; no employee data is shared beyond its usual channels in order to do this.

The legal requirement to undertake Gender Pay Gap analyses allows organisations to review the following:

The proportion of males and females in the business as a whole, in various posts, and in more senior roles.
Any disparity in pay between males and females in comparable roles.

Proportion of males and females according to quartile pay bands for this reporting year
Quartile	Male	Female
Upper	61%	39%
Upper middle	45.2%	54.8%
Lower middle	43.8%	56.2%
Lower	32.7%	67.3%
Percentage of males and females who received bonus pay
Bonus pay	13.6%	36%

Average pay data
Difference in Mean hourly percent	Males 7.7 % higher than females
Difference in Median hourly percent	Males 5.9% higher than females

Difference in Mean bonus percent	Males 91.6 % higher than females
Difference in Median bonus percent	Males 7.3% lower than females

Comparison with National Statistics

The majority of our team leaders in production are male, however this is balanced out by a typically higher percentage of females in our retail management roles (who are also more likely to receive bonuses in relation to sales targets). This is reflected in labour market statistics also. The significant difference in the mean bonus percentage for males, is due to the small number of men who fall within the criteria, with a wide ranging scale of bonus values overall.

How do WC Rowe help to minimise the gap?

Training and promotions are offered fairly to all employees regardless of their gender (and other protected characteristics such as age or disability).

We have a fair and transparent pay structure, ensuring that those with the same responsibilities (or job title), are on the same pay. There is a clear pay pathway for progression also. Pay benchmarking exercises are carried out for more senior roles to ensure fair pay for the role in our region.

Under our equality policies and fair recruitment protocols, the best person for the role will be offered the job regardless of gender (and other protected characteristics).