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. We believe 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 and we have also established a cross functional working group to promote initiatives that better support the development and progression of a greater diversity of talent into more senior roles within our business.  Furthermore, in March 2020 we were able to appoint our new HR Director, Sallie Green, from AB Agri and 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 on 5th April 2020.

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 360 people, with 254 males and 106 females (about 29% of our workforce).

  • The Westmill mean gender pay gap is 4.9% in favour of men and compared to 12% in 2019, a significant improvement year on year. Whilst we acknowledge our pay gap is better than that reported nationally and what we reported last year, we are not complacent and 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 business, although in the short term progress may be impacted by some difficult decisions we have been forced to take as a result of the Covid-19 pandemic.
  • The current bonus pay gap of 25.9% in favour of males represents a significant reduction compared to 2019. 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: 28.6% in 2020 vs. 20.2% in 2019. Secondly, the challenges around business performance and the consequent impact on profit delivery have driven a reduction in bonus payments at the senior level vs 2019, which have proportionately impacted more male employees. So, whilst we are delighted with the % increase in the number of female employees in our upper pay quartile, there is still more work to do in this area and we 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 1.6% 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 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 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:

Nathan Herrmann
Managing Director

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