Stephens Bakery – Gender Pay Gap Report – 2024

Published in accordance with the UK Government’s gender pay gap reporting requirements

Stephens Bakery is a fourth generation family owned business. We are committed to equality, fairness, and transparency across all areas of our business.

This is our first Gender Pay Gap Report based on data of 05 April 2024. It summarises the differences in average earnings between men and women across our workforce:

The Mean Gender Pay Gap            17%

This is the difference between the average hourly earnings of male and female

 

Median Gender Pay Gap                15%

This is the difference between the middle hourly pay for male and for female

 

Mean Bonus Pay Gap                      10%

This is the difference in average bonus pay between males and females

 

Median Bonus Pay Gap                  5%

This is the difference between the middle bonus amount for males and for females

 

Bonus Pay Proportions                  32% of males receiving bonus

28% of females receiving bonus

This is the percentage of males and females who received a bonus during the year

 

Pay Quartiles

This is the percentage of each gender in each pay quartile

Pay Quartiles	Upper	Upper Middle	Lower Middle	Lower	Total Employees
Male	56%	49%	19%	19%	36%
Female	44%	51%	81%	81%	64%
	100%	100%	100%	100%	100%

 

Workforce Composition: Women make up a higher proportion of our workforce in our retail team, which tends to be in the lower and lower-middle pay quartiles due to the nature of retail roles.

Part-Time and Under-18 Roles: Many retail roles are offered part-time or held by under-18s, which can affect median and mean calculations.

Night Shift Roles: Our Bakery team, where we employ a greater proportion of men, includes more night shift work, which attracts a premium pay rate.

Career Pathways: We are actively working to encourage career development across all areas of the business, supporting internal progression and improving access to higher-paid roles regardless of gender.

We recognise that gender pay gap is not a measure of equal pay for equal work, however it does provide helpful insights into our staffing structure and helps us continue to improve gender balance and opportunity. We remain committed to creating an inclusive environment where everyone can thrive and progress, regardless of their gender.

 

Declaration

We’re committed to narrowing the gender pay gap and supporting the growth and development of all our staff. I confirm that the information in this report is accurate.

 

 

 

Talia Baylis – Joint Managing Director

Stephens Bakery