Gender
pay report
Life Health Foods Limited Gender Pay
Findings for April 2022 – March 2023
We directly employ 42.67% women and 57.60% men
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 will 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. We will establish this by using our existing HR and Payroll records.
| 1 | Average gender pay gap as a mean average | 13.88% | |
| 2 | Average gender pay gap as a median average | 6.54% | |
| 3 | Average bonus gender pay gap as a mean average | 64.13% | |
| 4 | Average bonus gender pay gap as a median average | -4.85 | |
| 5 | Proportion of men and women received Bonus | Male – 21.74% | Female – 17.28% | 6 | Proportion of men and women in the four banded pay groups | Male | Female | Upper quartile | 60.87% | 39.13% | Upper middle quartile | 73.91% | 26.09% | Lower middle quartile | 45.65% | 54.35% | Lower quartile | 44.09% | 55.91% |
Gender Pay Gap
The mean gender pay gap is increased from 13.61% to 13.88% due to retention bonus included in the hourly rate.
The median gender pay gap is decreased from 8.46% to 6.54% compared to last year.
The total number of women increased from 40.84% to 43.90% and men reduced from 59.16% to 56.10%.
Compared to the last seven 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.
Bonus Pay Gap
The bonus pay gap in mean is increased from 46.35% to 64.13%. The underlying gender bonus gap reflects the higher proportion of males who received the bonus payment in 2022-2023.
Bonus Pay Gap
The bonus pay gap in mean is increased from 46.35% to 64.13%. The underlying gender bonus gap reflects the higher proportion of males who received the bonus payment in 2022-2023.
Pay Quartiles Difference
In the upper quartile, males have decreased from 65.26% to 60.87% and females have increased from 34.74% to 39.13%. This shows that we have more women in senior roles compared to last year.
The higher % of females in the lower quartile can be explained by the workforce demographic, where basic packing jobs are predominantly occupied by females.
Our Plans to close the Gap
We continue to take steps to ensure all our team members at all levels are supported in their roles to perform to their full potential. We are committed to providing learning and training opportunities to help develop future talent.
The Company recognises that there is work still to be done in some areas of the business to attract women in wanting to move into positions of management or areas which have historically been male orientated to redress the gender pay gap. We are working on the opportunities arising from gender pay reporting and our ongoing analysis will ensure we are proactively managing our pay fairly and equitably.
