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At E&J, we uphold a steadfast commitment to pay equity.  We firmly believe in equal pay for equal work, regardless of gender – any disparity in the gender pay gap results from the distribution of work roles among our diverse and inclusive workforce.

 

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Key Points

Our Workforce

Our employed workforce is 66% male and 34% female.

Our Gender Pay Gap

The mean gender pay gap is -6.5%.  Our female workforce is paid on average £1.11 per hour more than male colleagues.

Pay Parity

We strive for pay parity; any imbalance is due to the distribution of work roles amongst our employees.  Historically our Meat Hygiene Inspector role (lower average wage) has been predominately filled by male colleagues.

 

What is Gender Pay Gap Reporting?

People often assume the gender pay gap is due to men and women getting paid different amounts for doing the same or an equivalent role (this is referred to as equal pay). Whilst this can be a factor, the gender pay gap is driven mainly by a lack of female representation in senior roles.

Difference between Gender Pay Gap and Equal Pay

Equal pay

Equal Pay is where men and women should be paid equally for an equivalent job. As stated in the Equality Act 2010, it is illegal to pay men and women differently for performing equal work.

The gender pay gap

The gender pay gap measures the difference between male and female average earnings across the organisation. It compares all female and male salaries, regardless of the job role, and takes an average of their earnings using different calculations. Ideally, we wouldn’t see any gap in the pay between male and female colleagues.

Pay gap calculation methods

Following the convention set out by the UK Government, a negative number indicates that women, on average, earn more than men.

Mean pay gap

The mean gender pay gap is the difference in hourly pay for women and men within a company.

Median pay Gap

The median represents the middle point of a population. Suppose you separately lined up all the women and all the men in a company in order of hourly pay. In that case, the median pay gap is the difference between the hourly pay rate for the woman in the middle of the data and that of the man in the middle of the data.

Commentary

At E&J, we uphold a steadfast commitment to pay equity.  We firmly believe in equal pay for equal work, regardless of gender – any disparity in the gender pay gap results from the distribution of work roles among our diverse and inclusive workforce.

As of the snapshot date (5 April 2023), our employed workforce was 66% male and 34% female, a distribution that closely mirrored the split of bonus recipients weighted 62% in favour of male colleagues. Despite this, 46% of those colleagues in the upper pay quartile were female compared to 54% of male colleagues. Additionally, 79% of workers in the “lower middle” and 69% of colleagues in the “lower” hourly pay quartile were male.

These dynamics support the headline findings:

We saw a -6.5% mean gender pay gap, with female workers being paid, on average, £1.11 per hour more than their male counterparts. This dynamic is more pronounced on a median hourly pay basis, where the gap was -10.6% in favour of female workers.

While we strive for pay parity, it’s important to acknowledge the underlying factors contributing to these numbers. Historically, male colleagues have predominantly filled our Meat Hygiene Inspector (MHI) roles, leading to a gender imbalance. In contrast, the Official Veterinarian (OV) group of workers has seen a more balanced representation of female staff. Given that MHI roles typically command a lower average wage than OV roles, this has contributed to the widening of the gender pay gap in favour of women. We do not expect this dynamic to change in the near term.

2023 Gender Pay Gap

Quartiles

We have sorted our colleagues in order from the highest to the lowest paid and then split them into four groups of equal numbers of people.

 

Mean & Median Hourly Pay

Our Mean pay gap is -6.46%

Our Median pay gap is -10.58%

Bonus Pay

All employees are eligible to participate in our bonus plan.

The percentage of males who receive a bonus payment is lower than females when we look at it as a % based on our overall headcount.