May 25th 2018

UK Gender Pay Gap Report 2017

Mission Foods UKI is a leading manufacturer of wraps, pittas, naans, kits and Tortilla Chips with over 650 UK employees. Having a workforce that is diverse and inclusive is essential for a modern, sustainable and successful business. We believe that to be best in class and totally consumer focussed, we need a balance of genders so that we can benefit from a diversity of leadership styles, thoughts, and teamwork. More importantly, our Mission values of Proximity, Integrity, Nourishment, and Excellence have their origins in trust, respect and doing the right things in the right manner. The power of our diversity is crucial in ensuring that these values remain deeply rooted and in making Mission Foods a great place to work.

Gender Pay Gap

This report summarises our Gender Pay Gap which is the difference in average earnings between men and women across all roles. 

As of the snapshot date (5 April 2017), the table below shows our overall mean and median gender pay gap based on hourly rates of pay. The percentage shown is the difference in overall mean and median pay between men and women:

 Across the two Mission Foods manufacturing plants in the UK, our mean gender pay gap is 3.1% in Seaham and 21.5% in Coventry. In Coventry, the pay figures include compensation that relates to a number of individuals whose roles are across the EMEA Division. This distorts the true picture, removing these individuals' gives a more accurate mean gender gap of 18.52%. A secondary reason for the larger gap at the Coventry site is the number of personnel in traditionally male-dominated roles such as the Engineering and Logistics teams.

Our target in Coventry is to reach significantly below the national average and below the average for the food manufacturing sector in 2018.

• Monitor diversity performance for regular reporting at our Monthly Leadership Meetings.
• Focus on gender diversity in our leadership development programmes.
• Ensure our performance evaluation processes are free from gender bias through
• calibration of the annual reward review.
• Focus on gender diversity when hiring into our apprenticeship programmes.
• Review succession planning with a gendered view to identify any barriers to female
• advancement and ensure they are removed.
• The senior management team will ensure female staff members are given mission-critical roles where possible and ensure profile-building opportunities are available.
• Review of flexible working policies where possible.
• Ensure diverse panels are responsible for recruiting decisions.

Our overall efforts in the UK continue as we promote diversity and embed a culture of gender equality across our business. In common with most employers with a pay gap, the main reason for the gap is the balance between men and women in senior roles and this is clearly reflected in our highest paid quartile data across both plants. We have specifically focused on this area to ensure that women are not only treated fairly but that they are also given the opportunity and encouragement to progress into senior roles. We have identified the following areas to focus on over the next twelve months to start to address our gender pay gap.

Proportion of Males and Females in Each Pay Quartile:

We have divided our population into four equal-sized pay quartiles. The graphs below show the percentage of males and females in each of these quartiles.

click here: For Factory GPGR Tables & rest of report