Gender Pay Gap

Billington Foods

 

Billington Foods employs c. 499 employees* and has published this report for the reporting period May 2022 – April 2023.

*at the time of processing

The Six Key Metrics   

Billington Foods’s response to the six key metrics the rules on gender pay gap reports on are as follows:-

The mean gender pay gap for Billington Foods is 4.17%

The median gender pay gap for Billington Foods is 3.46%

The mean gender bonus gap for Billington Foods is -3.74%

The median gender bonus gap for Billington Foods is 0.0%

The proportion of male employees in Billington Foods receiving a bonus is 76.55%, and the proportion of female employees is 74.19%

	Female	Male
Upper: 75-100% of full pay relevant employees	35.71%	64.29%
Upper Middle: 50-75% full pay relevant employees	23.64%	76.36%
Lower middle: 25-50% of full pay relevant employees	33.93%	66.07%
Lower: 0-25% of full pay relevant employees	45.95%	54.05%
The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

 

Whilst we’ve seen a small overall increase in our mean gender pay gap, 2022-2023 has been a transformational year for Billington Foods in terms of how we proactively seek feedback on our approach to Equity, Diversity and Inclusion. The introduction of a company wide survey has provided us with further insight into how we can continue to be progressive in our thinking, how we recruit talent, and the collation of clear data points is serving to help us define and promote even clearer targets to increase the number of senior females in our business.

We know that a gender balanced team brings better decision making so we’ve been actively ensuring a more inclusive approach, particularly in senior level recruitment with gender diverse panels.

As in the prior year, our bonuses across the business have been factory focussed with a similar proportion of females to males receiving bonuses.

Our EDI team is empowered to champion change and through this data submission, we can see the results of the work we’ve done and the work we still need to do to ensure we are winning in ensuring a more gender balanced organisation as we seek out the very best talent.

Peter Allan, Managing Director