Gender Pay Gap

Westmill Gender Pay Gap Report – April 2023

At Westmill we strive to create a culture where everyone can be their authentic selves in an environment where everyone can perform to their best and realise their full potential. People are our greatest asset and we are committed to the attraction, recruitment and development of talent that reflects the rich diversity of the society we live in.  Not only does this drive sustainable competitive advantage for our business but it is also the right thing to do.

We are very proud of the diversity of our workforce and have continued making excellent progress in delivering our Inclusion training programme across Westmill, supported by the outstanding/superb/great work of our Employee Resource Groups (ERG’s) focused on Gender, Disability and Neurodiversity, Ethnicity and LGBTQ+.  We continue to work hard to ensure that our leaders are well trained in all aspects of people management.  To support career development, we offer Career Compass, a coaching and mentoring programme led by senior leaders which is currently supporting 17 females. We also use an external provider to deliver a Leaders of Tomorrow programme, which in the last year has supported 10 females across the business.  We continue to make good progress in developing and promoting female talent, this is evidenced in the year on year growth of females in the upper pay quartile (34.0% in 2023 vs 33.0% in 2022 vs. 30.7% in 2021).  Thanks to our initiatives, I am confident that in time we will continue to see a higher number of credible female candidates appointed into our leadership roles.

I can confirm that the figures outlined in this statement are accurate as at 5th April 2023.

The mean pay gap is the difference between average hourly earnings of women and men.

The median pay gap is the difference between the midpoints in the ranges of hourly earnings of women and men. The pay gap is the number that falls in the middle of a range when everyone’s wages are lined up from smallest to largest and is more representative when there is a lot of variation in pay.


Pay Gap

Mean Median
2.4% -20.4

This shows that the mean (average) female salary after salary sacrifice is 2.4% lower than the mean male salary after salary sacrifice, whilst the median (middle) female salary after salary sacrifice was 20.4% higher than the median male salary after salary sacrifice .


% of Employees in each Pay Quartile

Quartile Males Females
Upper Quartile 66% 34.0%
Upper Middle Quartile 67.7% 32.3%
Lower Middle Quartile 83% 17%
Lower Quartile 67.7% 32.3%

Bonus Gap

Mean Median
22.6% 0%

This shows that the mean (average) female bonus is 77.4% of the mean male bonus, whilst there was bonus parity between females and males at the median.


% of Employees receiving Bonus

Males Females
87.2% 87.2%

At 5th April 2023, Westmill employed 380 people in our UK business, with 270 males and 110 females (28.95% of our workforce) and would draw your attention to the following insights:

  • The Westmill mean gender pay gap is 2.4% in favour of men, compared to 3.6% in 2022, a decrease of 1.2% year on year. This decrease has been driven by an increase in the difference in pay in favour of females in the lower and lower middle quartiles, together with a reduction in the difference in pay in favour of males in the upper middle and upper quartiles. Whilst we are pleased our pay gap has reduced, we are not complacent and recognise that there needs to be continuing focus in the business to eradicate the pay gap completely.
  • The current mean bonus pay gap of 22.6% in favour of males represents a decrease to 2022. We are delighted to have seen an increase in the number of female employees sitting in the upper quartile of our pay range receiving a bonus payment.
  • We recognise there is a difference between our mean and median data in terms of balance between males and females. Specifically, we are reporting a median pay gap of 20.4% in favour of females (shown in the data as a negative value) and a balanced position between males and females as far as the median bonus data is concerned. This would suggest that whilst there is still higher pay and bonus pay for men on average, the higher number of men on our payroll is bringing their median value down due to the larger spread of pay and bonus data for male employees.

Finally, I address this comment to any of our colleagues who might be reading this statement. Inside Westmill you should feel that your contribution is valued and recognised irrespective of your gender, age, sexual orientation, ethnicity or other characteristics. If you do not feel this is the case, please tell your line manager, HR partner or Board Director. We want to know how you are feeling because our ambition is to create a culture where talent and contribution are consistently and equally recognised so that we can collectively compete in our challenging markets. That can only be achieved through a concerted effort by us all.

Nathan Herrmann

Managing Director


Westmill is part of ABF Grain Products Limited. To access the ABF Grain Products Limited Gender Pay Gap statement, please click on the link below:

ABF Grain Products Ltd – Gender Pay Gap Report 2023 – ABF

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