In accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2016 (UK), (the “Regulations”), we are pleased to present our 2022 Gender Pay Gap Report. In support of our commitment to equal opportunities, we aim to foster an inclusive culture in which ALL employees learn, thrive and are rewarded for their contribution and achieve their potential. We support apprenticeships across the business and support employees to develop new skills and sponsor employees to undertake professional qualifications. We look to develop opportunities and equal reward for male and female colleagues through our recruitment processes, fair remuneration, ways of working, retention strategies, succession planning and training and development activity.
2022 Gender Pay Gap Statement
As of 5th April 2022 our mean gender pay gap was favourable at 6.87% compared with the UK Gender Pay Gap for full time employees, which was 8.3% in April 2022. The UK GPG was 7.7% in April 2021 and 9.0% in April 2019 and the ONS express nervousness around the validity of these figures due to the impact of reporting throughout the coronavirus pandemic. Burts overall median gender pay gap in 2022 was 6.39% and on average women received a higher level bonus than men, and the GPG mean bonus percentage variance was -6.99%. There was a large positive median percentage variance between male and female employees. There is still work to be done to close the gender pay gap and we want to see more women being promoted into higher paid factory roles, and perhaps more female representation in the fourth quartile which is for the highest paid staff. Our action plan will focus on ways to support this to happen.
Please do take the time to read our Gender Pay Gap Report which provides some detail around how we will combat this gap.
We look forward to providing a further update on our progress.