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Gender Pay Gap Information

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

70.5%

29.5%

Upper middle

53.4%

46.6%

Lower middle

37.5%

62.5%

Lower

31%

69%

Percentage of males and females who received bonus pay

Bonus pay

4.9%

0.5%

Average pay data

Difference in Mean hourly percent

Males 10.3 % higher than females

Difference in Median hourly percent

Males 6.2% higher than females

Difference in Mean bonus percent

Males 99.4 % higher than females

Difference in Median bonus percent

Males 88.9% lower than females

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).

The gender pay gap is different from equal pay. Equal pay compares the pay of men and women doing the same or similar roles. WC Rowe has a transparent pay structure to ensure equal pay for equal work, and our gender pay gap results do not indicate issues with equal pay. There is a clear pay pathway for progression also.

Our gender pay gap results are influenced by the structure of our workforce. As is typical in the food manufacturing and retail sector, we have a higher proportion of male employees in production-based roles and a higher proportion of female employees in customer-facing and retail roles. These roles attract different pay rates due to operational requirements, market benchmarks, and the nature of shift patterns.

More senior roles attracting higher compensation: 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. 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).  

Our bonus pay gap is influenced by the small number of employees eligible for bonus payments during the reporting period. This means that a change in bonus allocation to only a few individuals can significantly affect the overall percentages.