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The Company is committed to ensuring that it complies with its obligations under the Gender Pay Gap Reporting Legislation (2017).

The Company has undertaken a Gender pay assessment for those employed by the business on 5th April 2017 in the UK (excluding NI) and its findings are detailed below.

Our workforce

To help explain the data, it is important to understand that more than 80% of the people we employ across our business work in our manufacturing and distribution sites, where the balance of the workforce is predominantly male (75:25).

Our Gender Pay Statistics

Gender Pay Gap

Mean Median
3.9% 1.4%

Although there is a gap, we’re significantly below the UK average and can confirm that men and women are paid equally for doing equivalent jobs with equivalent experience.

Bonus Gap

Mean Median
18.1% 0%

Proportion of men and women who received a bonus

Male Female
61.1% 30.1%

 

The above bonus data is primarily driven by having more men than women working in our factories/warehouses where they receive production related bonuses such as attendance bonus.

Quartile Bands

Male Female
Upper Quartile 72.7% 27.3%
Upper Middle 81.6% 18.4%
Lower Middle 80.5% 19.5%
Lower Quartile 69% 31%

Commentary

Our focus is to build an inclusive and diverse workplace where everyone can succeed so that we can continue to exceed employee and customer expectations.  We also recognise that in the manufacturing industry we all face the challenge of ensuring there is a higher representation of women in senior positions and at Westland we are committed to driving this change.

Declaration

I can confirm the information and data reported in this report is accurate as of the snapshot date 5th April 2017.

 

Scott Dougherty

Finance Director