Gender Pay Gap


At Westmill we strive to cultivate an inclusive working environment in which everyone can perform to their best and realise their full potential. People are our greatest asset and we are committed to the 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 we also believe it is the right thing to do.

We are rightly very proud of the diversity of our workforce, which is a key pillar of our Sustainability Strategy, and the question of gender diversity and recognition remains an important area of focus for us. We continue to work hard to ensure that our leaders are well trained in all aspects of people management, whilst we have also established a career mentoring programme which is currently supporting the career development of 9 female managers across the business.  Indeed, over the last 12 months we have made good progress in promoting female talent across a number of functions, as evidenced by the percentage increase in the number of females in our upper pay quartile, and I am delighted that we now have 3 female members in our Board team. With continuing focus, supported by the initiatives we have in place, I am confident that over time we will see even more strong female candidates emerge for our most senior roles.

I can confirm that the figures outlined in this statement are accurate and show both the mean and median differential in pay between genders across Westmill as at 5th April 2021.

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.





At this date, Westmill employed 349 people, with 251 males and 98 females (about 28% of our workforce).

  • The Westmill mean gender pay gap is 0.4% in favour of men and compared to 4.9% in 2020, a significant improvement year on year. Whilst we acknowledge our pay gap is significantly better than that reported nationally and what we reported last year, we are not complacent and recognise that there needs to be continuing focus in the business to eradicate the pay gap completely.
  • Our expectation is that our figures will continue to improve over time in response to the actions and initiatives we are taking as a business.
  • The current mean bonus pay gap of 8.5% in favour of males represents a significant reduction compared to 2020. We believe that there are two main reasons for this. Firstly, there has been a year on year increase in the number of female employees who now sit in the upper quartile of our pay range: 30.7% in 2021 vs. 28.6% in 2020. Secondly, the challenges around business performance during the pandemic and the consequent impact on profit delivery have “squeezed” bonus payments at our most senior levels, proportionately impacting more male employees. So, whilst we are delighted to see a higher proportion of female employees in our upper pay quartile, we acknowledge that there is still more work to do in this area and accept that it may take longer to eradicate this gap completely.
  • 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 positive median pay gap of 9.8% in favour of females 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 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 you do not feel this is the case, please tell your line manager, HR lead 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.

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:

ABF Grain Products Ltd – Gender Pay Gap Report 2021 – ABF

Nathan Herrmann
Managing Director

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