Gender Pay Report

Under new legislation, private sector and voluntary sector organisations in England, Scotland and Wales who employ 250 or more employees have the responsibility to publish information on their gender pay and gender bonus gaps as they are on the 5th April each year.

The data used to generate this information for Creamline is taken from a snapshot of the Company’s payroll data gathered on the 5th April 2017 for 265 employees.

There are six key metrics that are necessary under the rules of gender pay gap reporting. These are:-

  • the difference in the mean pay of full-pay men and women, expressed as a percentage;
  • the difference in the median pay of full-pay men and women, expressed as a percentage;
  • the difference in mean bonus pay of men and women, expressed as a percentage;
  • the difference in median bonus pay of men and women, expressed as a percentage;
  • the proportion of men and women who received bonus pay; and
  • the proportion of full-pay men and women in each of four quartile pay bands.

All figures calculated have been reached using the mechanisms that are set out in the gender pay gap reporting legislation.

Traditionally roles within the Dairy industry have been undertaken by men and this continues to be the case within Creamline. Of the 265 roles available within the business 232 are delivery based and predominantly 99.14% of these roles are filled by men.

Delivery roles are completed on an individual basis and are mostly undertaken at unsociable hours Monday to Saturday with some monetary collection during the day and early evening. Factors which often discourage women from applying for such roles include:-

  • the hours are not conducive to caregivers a role often taken on by women;
  • the times of working i.e. twilight/early hours;
  • the roles have little flexibility for part time working;
  • the roles are manually intensive.

Perhaps mirroring the trend across all industries, administrative roles through the business tend to be filled by women with just 2 out of the 13.5 roles being filled by men. Hours of work for these roles are 7.30 a.m. to 3.00 p.m. Monday to Friday and more often than not fit in within school hours which is consistent with the fact that women are often perceived as the main caregivers.

Senior roles in the business are predominantly held by men. Retention rates remain high at this level in the business so the balance will take some time to redress quite possibly through retirement.

The Metrics

The difference in the mean pay of full-pay men and women, expressed as a percentage

8.7%

The difference in the median pay of full-pay men and women, expressed as a percentage

-2.6%

Women fair better here as the roles within this metric are administrative and mainly held by women.

The difference in mean bonus pay of men and women, expressed as a percentage

55.9%

The difference in median bonus pay of men and women, expressed as a percentage

48.9%

The proportion of men and women who received bonus pay

75.4% men
14.2% women

All bonuses paid within Creamline are discretionary and the majority are paid to those employees who are employed in delivery based roles of which men make up a large proportion.

The proportion of full-pay men and women in each of four quartile pay bands
Quartile Men Women
Top 93.4% 6.6
Upper Middle 88.5% 11.5%
Lower Middle 93.4% 6.6%
Lower 90.3% 9.7%

Creamline takes a most serious view of equal opportunities and wholeheartedly supports the principle of equal opportunities in employment and opposes all forms of unlawful or unfair discrimination. The Company believes it is in their best interests, and those that work in it, to ensure that the human resources, talents and skills available throughout the community are considered when employment opportunities arise. To this end, within the framework of the law, the Company is committed, wherever practicable to achieving and maintaining a workforce which broadly reflects the local environment in which it operates.