April 3rd 2019

UK Gender Pay Gap Report 2018/19

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 (5th April 2018), 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:

Mean Pay Gap

Median Pay Gap



Across the two Mission Foods manufacturing plants in the UK, our mean gender pay gap is 4.40 %

Our overall efforts in the UK will continue with the work we have started. Promoting 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 the UK. We continue to be 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 identified the following areas to focus on and will continue to do so over the next 12 months

  • 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 identifying 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.

We are working hard to ensure we offer an inclusive workplace, playing our part in offering choices that support people to have a fulfilling career at all stages of life. We already have great male and female role models in our businesses who will assist in promoting diversity projects across the organisation. Our journey to gender pay balance continues.

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