MARLOW FOODS LTD / QUORN FOODS GENDER PAY GAP 2024

Definition

In 2017, the Government enacted legislation for organisations in the UK with more than 250 employees to report their Gender Pay Gap. Quorn supports this positive step towards addressing any potential gender bias and the fair representation of and pay for women in our workforce.

It is important to note that the Gender Pay Gap is not the same as Equal Pay. Gender Pay Gap shows the difference in average earnings between men and women across the Company, while Equal Pay ensure colleagues are performing the same or equivalent roles receive the same pay, regardless of gender. We are confident that Quorn pays equally for equal work.

It’s also worth remembering that the Gender Pay Gap looks back retrospectively at a snapshot in time, this year’s results are reporting from April 2024.

The Results

The Gender Pay Gap reflects broader workforce trends, including the progression of women into senior roles. At Quorn, we recognise that our current Gender Pay Gap is influenced by a high proportion of men in senior roles and in our manufacturing operations, as well as more women than men choose to work part time and in flexible roles which has an impact on our overall numbers.

To address this, we are actively investing in leadership development and succession planning to increase diversity at senior levels, creating more opportunities for women to progress.

Our focus for 2025 and beyond, is to continue building a people-centred culture, with the aim of being recognised as an outstanding place to work. We understand that offering more than just a standard compensation package is key. Our aim is to recognise and reward exceptional performance, provide support during challenging times, and to take a holistic approach to health and well-being. We believe that a happy and engaged team leads to a positive work environment and, ultimately, a better service to our customers and consumers.

We are committed to enhancing our work environment by expanding our flexible working policies, introducing mentorship programmes for women in leadership, and strengthening our Women in Quorn initiative. Our goal is to attract, retain, and support female talent across all business.

Our ultimate goal is to foster a fair and inclusive workplace where everyone has equal access to opportunities and empowered to thrive.

Pay Quartiles by Gender

This is the proportions of male and female full-pay relevant employees in the Lower, Lower Middle, Upper Middle and Upper Quartile pay bands.

Mean Hourly Rate

This means that, using the mean (average), women at Quorn Foods are paid 4.64% less than men. This means for every £1 a man earns at Quorn Foods, a woman earns 95p.

Median Hourly Rate Rate

This means that, using the median (middle), women at Quorn Foods are paid 1.44% less than men. This means for every £1 a man earns at Quorn Foods, a woman earns 98p.

Bonus Results

Percentage of men and women receiving bonus:

Male - 14.26%

Female - 7.24%

Mean Bonus Pay

This means that, using the mean (average), women at Quorn Foods bonus is 11.88% HIGHER than men. This means for every £1 a man receives in bonus at Quorn Foods, a woman receives £1.11p.

Median Bonus Pay

This means that, using the median (middle), women at Quorn Foods bonus is 21.03% less than men. This means for every £1 a man receives in bonus at Quorn Foods, a woman receives 78p.

Leanne Jones

Reward & Payroll Lead, Quorn Foods

DECLARATION

I confirm that the gender pay gap calculations are accurate and meet the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Neil Thomas

Director of People, Marlow Foods Ltd t/a Quorn Foods