Gender Pay Gap Report

Our Mission, Vision and Values unite us and relate to how we work together as one team, our care in our products and how we work with our suppliers and customers.

The gender pay gap shows the difference in the average pay between men and women in a workforce.

introduction

There are six calculations as follows:

1. Mean gender pay in hourly pay – the percentage difference between the mean average hourly rates of men and women’s pay.
2. Median gender pay gap in hourly pay – the percentage difference between the midpoints in the ranges of men and women’s pay.
3. Mean bonus gender pay gap
4. Median bonus gender pay gap
5. Proportion of men and women receiving a bonus payment
6. Proportion of men and women in each pay quartile – calculated by dividing employees into four even groups according to their pay. The upper quartile with the highest level of pay and the lower quartile with the lowest levels of pay.

gender pay gap as of 31st March 2025

As an employer with over 325 employees, we have a duty under the Equality Act 2010 Regulations 2017 to publish gender pay gap information relating to our employees. We must publish this information on our external website and a dedicated Government website.

This report helps to understand if and why Westons has a gender pay gap.

The data analysis is as follows:

Calculation 1: percentage of men and women in each hourly pay quarter

In this calculation, you work out the percentage of men and women in 4 equally-sized groups, ranked from the highest to lowest hourly pay.

Calculation 2: the mean (average) gender pay gap using hourly pay

This gives you the mean (average) gender pay gap in hourly pay as a percentage of men’s pay.

Calculation 3: the median gender pay gap for hourly pay

The median is the middle point of a range of numbers arranged in order.  This gives you the median gender pay gap I hourly pay as a percentage of men’s pay.

Calculation 4:  the percentage of men and women receiving bonus pay

This calculation shows the percentage of men and women who received bonus pay in the 12 months ending on our snapshot date.

Calculation 5: mean (average) gender pay gap for bonus pay

This calculation shows the difference in the mean (average) bonus pay paid to men and women. This gives the mean (average) gender pay gap in bonus pay as a percentage of men’s pay.

Calculation 6: median gender pay gap for bonus pay

This calculation shows the difference in the median bonus pay paid to men and woman.  This gives you the median gender pay gap in bonus pay as a percentage of men’s bonus pay.

Next Steps in 2025-26

• Include a fair representation of men and women in shortlists for recruitment and promotions
• Equality, Diversity & Inclusion training
• Promoting and supporting our employee networks so that they can continue to develop and grow

• Use our Performance Conversation Framework in conjunction with other factors to make informed decisions to recognise and financially reward employees fairly and consistently for their contributions.

• Set internal targets

GLOSSARY

Mean and median

The mean is the sum of all the numbers in the set, divided by the number of numbers in the set. The mean can be skewed by a small number of larger salaries in an organisation.

The median is the middle point of a number set (when arranged in number order) in which half the numbers are above the median and half are below. The median represents distribution of women throughout the salary bands of an organisation, and is the metric used by the ONS to describe the UK’s gender pay gap.

Pay gap and equal pay

The gender pay gap is different to equal pay.  The gender pay gap is the difference in average hourly earnings between all women and all men across an organisation.  It is based on hourly rates paid directly to employees before tax and national insurance contributions are deducted.  If, for example, women do more of the lower paid jobs within an organisation than men, the gender pay gap is usually bigger. Equal pay is the difference in pay for men and women who carry out the same or similar job or work of equal value.  Since 1970 it has been unlawful to pay people unequally because they are a man or woman.

Ordinary pay

Ordinary pay includes basic pay, allowances, pay for piecework, pay for leave and shift premium pay. (Ordinary pay does not include overtime pay; allowances earned during paid overtime hours; redundancy pay; pay related to termination of employment; pay in lieu of annual leave; any repayments of authorised expenses; benefits in kind; interest-free loans)

Pay quartiles

Quartiles are values that divide data into quarters. When the pay data is organised sequentially, it is then divided into quarters: the lowest 25% of numbers (lower quartile); the next lowest 25% of numbers, up to the median (lower middle quartile); the second highest 25% of numbers, above the median (upper middle quartile); and the highest 25% of numbers (upper quartile). Pay quartiles are calculated by hourly pay rates rather than organisation-specific pay bands or grades.

Hourly pay

The gender pay gap is based on hourly pay excluding overtime. This enables employers to consider the gender pay gap across the workforce as a whole. Hourly pay is the sum of ordinary pay and additional allowances that were paid in the pay period which ends on the snapshot date (31st March 2025). This means part-time workers are measured like-for-like on hourly pay against full-time workers.

We encourage development training at all levels across the business so that any employee is suitably skilled and qualified to be promoted as and when opportunities arise.

HM Thomas

18th August 2025