Gender
pay report
Life Health Foods Limited Gender Pay
Findings for April 2023 – March 2024
We directly employ 42.56% women and 57.44% men
We believe in building a fair and inclusive workplace for everyone. Each year, we share our Gender Pay Gap results as part of our commitment to transparency, growth, and doing better.
We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it does not involve publishing individual employee data.
We can use these results to assess:
- The levels of gender equality in our workplace.
- The balance of male and female employees at different levels.
- How effectively talent is being maximised and rewarded.
Gender Pay Reporting requires our organisation to make calculations based on employee gender, which we will establish this by using our existing HR and Payroll records.
| 1 | Average gender pay gap (mean) | 13.94% | |
| 2 | Average gender pay gap (median) | 4.63% | |
| 3 | Average bonus pay gap (mean) | 62.11% | |
| 4 | Average bonus pay gap (median) | 63.02% | |
| 5 | Proportion of men and women received Bonus | Male – 8.30% | Female – 8.39% | 6 | Proportion of men and women in each pay quartile | Male | Female | Upper quartile | 64.29% | 35.71% | Upper middle quartile | 71.43% | 28.57% | Lower middle quartile | 46.43% | 53.57% | Lower quartile | 47.62% | 52.38% |
Gender Pay Gap
Our mean gender pay gap remains similar to last year—changing slightly from 13.88% to 13.94%, influenced by a decrease in overall headcount.
We’ve seen a positive shift in our median gender pay gap, which has reduced from 6.54% to 4.63% this year. This means the gap between what women and men earn at the mid-point is narrowing.
Compared to the last eight years, we have recruited more women each year which has improved the proportion of male and female. Our focus going forward is to ensure that we continue to support women currently working with us whilst also attracting more women into senior roles and process areas.
Our focus is to build on our progress by ensuring fair access to opportunity, supporting the women currently working with us, and creating space for growth across all levels of the business.
Bonus Pay Gap
We’ve seen a small improvement in our mean bonus pay gap, reducing from 64.13% to 62.11%. Although a small proportion of our team received bonuses, slightly more women received a bonus than men in the past year.
Bonus Pay Gap
We’ve seen a small improvement in our mean bonus pay gap, reducing from 64.13% to 62.11%. Although a small proportion of our team received bonuses, slightly more women received a bonus than men in the past year.
Pay Quartiles Difference
While the upper quartile remains male-dominated, we’re moving in the right direction toward a more balanced workforce. For example, in the upper middle quartile, the proportion of men has decreased from 73.91% to 71.43%, while the proportion of women has increased from 26.09% to 28.57%.
Women now make up the majority in both the lower and lower middle quartiles. We see this as a positive shift—and an opportunity to continue building pathways that support more women into senior and leadership roles.
Our Plans to close the Gap
Over the past eight years, we’ve seen steady growth in the number of women joining our business. That’s a step in the right direction—but we know it’s only part of the journey.
- We’ve revised our recruitment process to ensure our job adverts are inclusive and welcoming to all.
- We’re committed to supporting our teams at every level to reach their full potential through access to training and development.
We recognise there is more to do, and we’re embracing the opportunity to use this data to keep improving. Our ongoing analysis will help us ensure we are managing pay fairly, consistently, and with equity at the heart of our decisions.
