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 it is also the right thing to do.

We are very proud of the diversity of our workforce and have made excellent progress in rolling out our Inclusion training programme across Westmill. We continue to work hard to ensure that our leaders are well trained in all aspects of people management, and our Career Coaching programme is currently supporting the career development of 13 females across the business.  As evidenced by the percentage increase in the number of females in our upper pay quartile (33.0% in 2022 vs. 30.7% in 2021) we continue to make good progress in promoting and developing female talent.  Thanks to our initiatives, I am confident that in time we will see even more and better prepared female candidates apply for our leadership roles.

I can confirm that the figures outlined in this statement are accurate as at 5th April 2022.

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.

This shows that the mean (average) female bonus is 71.0% of the mean male bonus, whilst there was bonus parity between females and males at the median.

This shows that the mean (average) female salary after salary sacrifice is 96.4% of the mean male salary after salary sacrifice, whilst the median (middle) female salary after salary sacrifice was 122.6% of the median male salary after salary sacrifice i.e., 22.6% higher for females.



At 5th April 2022, Westmill employed 362 people in our UK business, with 252 males and 110 females (about 30% of our workforce) and would draw your attention to the following insights:

  • The Westmill mean gender pay gap is 3.6% in favour of men, compared to 0.4% in 2021, an increase of 3.2% year on year. This increase has been driven, in significant part, by challenging labour market conditions dictating the need for us to review salaries to retain key talent. Whilst we acknowledge our pay gap is markedly better than that reported nationally, 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 29.0% in favour of males represents a significant increase compared to 2021. Whilst we are delighted with a year-on-year increase in the number of female employees sitting in the upper quartile of our pay range, the increase in the mean bonus gap has been driven by our excellent profit delivery as we emerged from the pandemic. This has resulted in significantly higher bonus payments at our most senior levels compared to 2021, proportionately favouring more male employees.
  • 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 22.6% 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 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.

Nathan Herrmann
Managing Director

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:

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