Gender Pay Gap


The promotion and development of talented people, irrespective of their gender or background, is something about which I care very deeply.  I want our employees to realise their full potential. That makes good business sense as well as being the right thing to do.

Within Westmill we are working to improve the status and confidence of women in management positions and I am confident that we will continue to make progress in this important area.

Over the last 5 years, we have sponsored female employees to participate both in an ABF women’s networking group and in training programmes to develop the confidence and capability of women to move into senior leadership roles, as well as supporting those who are just starting their career in management.

Are we there yet? No. We are seeking to change societal norms that have been established over generations and that will take time. But on the question of gender diversity and recognition I think we are making good progress. We have a clear plan in place to take our managers through unconscious bias training and are about to embark on an independent audit to evaluate gender diversity within our business. 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 2017.

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 366 people, with 266 being male and 100 female (about 27% of our workforce);  The Westmill gender pay gap is balanced by 5.9% mean pay in favour of men, compared to a UK mean pay gap of 17.4% 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.

We are confident that there is no gender bias in the pay we give to men and women who perform the same role. Our expectation is that our figures will continue to improve in response to our work to promote the position of women within the organisation as outlined above.

This work will take longer to impact the current bonus gap of 45% in favour of males as a large proportion of bonuses are paid at a senior level and our leadership team is balanced men to women c. 5:1.

We recognise there is a difference between our mean and median data in terms of balance between males and fe-males. Specifically we are reporting a positive median pay gap of 14.9% and a positive median bonus pay gap of 12.5% 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 or ethnicity. If not please tell us. Tell your line manager, HR lead or Board Director. We want to create a management 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:

Nicolas Hanson 
Managing Direct

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