Aimia Foods 2017 Gender Pay Gap Report

For the first time this year all UK companies employing 250 or more employees are required to report on their gender pay gap.

It’s important to remember that the gender pay gap reporting figure is different from equal pay, which has been against the law since 1970.

Gender pay gap reporting assesses levels of equality in the workplace in terms of male and female participation by understanding the difference in average earnings of men and women across the entire organisation, including their bonuses.

316 Employees

  • 316 Employees across 3 sites
  • 116 Female Employees
  • 200 Male Employees

“We are committed to diversity and equality of both opportunity and benefit within Aimia.

The reasons for this are obvious. The people making decisions in our business need to reflect our customer and consumer base.”

– Glenn Hudson, Managing Director

Aimia's Commitment to Treating People Equally

At Aimia we are committed to treating our people equally, regardless of their age, disability, gender, race, religion or belief, sex, sexual orientation, marriage and civil partnership or pregnancy and maternity.

Our pay gap figure shows, on average our male colleagues are paid 24.41% more than the average for our female colleagues.

This gap is due entirely to the relative number of men and women at management levels within the business and is not a result of any disparity for colleagues doing the same job.

As with many manufacturing businesses we have traditionally employed more females in our front line operations. With the majority of our employees being long servers, our volume of recruitment is relatively low which limits our ability to rapidly re-engineer our profile.

At more senior levels 25% of our Board of Directors are female.

Lower Pay Quartile

Lower Middle Pay Quartile

We recognise that our gender pay gap is higher than we would like and evidenced by the following we are committed to addressing this as we move forward…

  • We have introduced a new PDR format to highlight high performers and to assist succession planning.
  • As a result 4 women have been promoted into senior management positions since April 2017 and internally we have promoted a total of 9 of our female employees.
  • We have supported 5 women with their return from maternity through our improved flexible working policy.  Two have also been promoted into more senior roles within the business.
  • Supported flexible working arrangements for colleagues, that allow for home working where it is practical and appropriate to do so for both the individual and the business

Upper Middle Pay Quartile

Upper Pay Quartile

But we know that this isn’t enough, so in 2018 we plan to…

  • Amend our recruitment practices to remove gender identification from CVs
  • Adapt our employee mentoring scheme to exclusively target women in 2018 so that we can ensure there is at the very least a 50/50 gender split across delegates
  • Relaunch our flexible working policy, and family friendly benefits such as childcare vouchers