Gender Pay Gap


At Westmill we are committed to the recruitment and development of talent that reflects the rich diversity of the society we live in, and we strive to provide an environment in which everyone who works here can thrive and realise their full potential. That makes good business sense as well as being the right thing to do.

We are very proud of our diverse workforce and on the question of gender diversity and recognition I think we are making progress but am determined that we improve further. We have carried out an independent audit to evaluate gender diversity within our business and I am delighted to report that 88% of our management team have now received Unconscious Bias training.  As a result, I am confident that over time we will see more strong female candidates emerge for our highest paid roles.

The figures outlined below are accurate and show both the mean and median differential in pay between genders across Westmill as on 5th April 2019.

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

The median pay gap is the difference between the midpoints in the ranges of hourly earnings of men and women. It takes each person’s pay and lines them up in order from lowest to highest and compares the pay at the midpoint.

At this date, Westmill employed 373 people, with 271 being male and 102 female (about 27% of our workforce);

  • The Westmill gender mean gender pay gap is 12.0% in favour of men. Whilst we acknowledge our pay gap is better than that reported nationally, we do recognise that there remains further scope for improvement.
  • Our expectation is that our figures will improve over time in response to the actions we are taking as a result of our gender diversity audit and Unconscious Bias training programme.
  • This work will take longer to impact the current bonus gap of 50.2% in favour of males as a large proportion of bonuses are paid at a senior level and our female employee are under-represented in our upper pay quartile at 20.2% vs 27.35% of our total workforce.
  • We recognise there is a difference between our mean and median data in terms of balance between males and females. Specifically, we are reporting both a positive median pay gap of 2.2% and a positive bonus pay gap of 24.3% in favour of females. This would suggest that whilst there is 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 data.

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

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

Nathan Herrmann
Managing Director

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