Délifrance (UK) Ltd employed more than 250 people on the snapshot date of the 5th April 2018 and we are pleased to publish calculations made in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
For many years, it has been unlawful for any employer to pay any worker less for the same or similar job, or work of equal value on the grounds of gender. The purpose of publishing the gender pay gap is not to confirm compliance with the law; rather it is a way to show the relative equality of jobs being shared amongst men and women in an organisation using pay as a guide to the job's worth.
At Délifrance (UK) Ltd we are committed to treating all our employees fairly, equally and free from any unfair discrimination.
The table below shows the calculations required by the Regulations as at the snapshot date of 5th April 2018.
The mean and median hourly pay and bonus gaps between men and women are expressed as a percentage difference to the men's pay and bonus values and so a positive value indicates a gap in favour of men and a negative value in favour of women.
Mean (average)
Median (midpoint)
Hourly pay gap
Bonus pay gap
Proportion of workers receiving a bonus
Proportion of employees by quartile
Lower Quartile
Lower Middle Quartile
Upper Middle Quartile
Upper Quartile
The mean pay gap of 7.0% represents an increase in the gap compared to 2.1% we reported last year, but remains well below the provisional national average of 13.2% for food manufacturing as published by the ONS. The change in this headline statistic is largely due to the increased proportion of female manufacturing operatives in the workforce as a whole following the expansion of our operations. The increased representation of female working in the upper quartiles was offset by the increase in the lower quartiles.
Our median pay gap of 11.5% in favour of women is lower than reported last year, but is affected by the increased proportion of female manufacturing operatives as mentioned above.
The proportion of employees who receive a bonus is high, because the company's parent group instituted a bonus scheme for all employees to be rewarded with a bonus if the group's financial performance target was met. New starters, who have not worked the qualifying number of days in the bonus period do not qualify, and this explains why the total proportion is not 100%, and the fact that there have been more females recruited recently explains why the proportion of females being paid a bonus has fallen versus last year.
I confirm that I have reviewed the data used and the calculation of the Gender Pay gap and Bonus Pay Gap and that to the best of my knowledge and belief the required elements are accurately expressed in accordance with the regulations.
Andrew Cole
Délifrance UK Ltd