BWG Foods today publishes our Gender Pay Gap report for 2025.
The Employment Equality Act 1998 (Section 20A) (Gender Pay Gap Information) Regulations 2022 require Organisations in scope to pick a snapshot date. BWG Foods selected 30th June 2025 and here report on remuneration for work done in the 12-month period up to the snapshot date.
The company reports the following information for BWG Foods:
The mean Gender Pay Gap in employee pay is calculated at 24.20% in favour of male employees.
The median Gender Pay Gap in employee hourly pay is calculated at 3.99% in favour of female employees.
The mean Gender Pay Gap for Part Time employees is calculated at 9.54% in favour of female employees.
The median Gender Pay Gap for Part Time employees is calculated at 12.67% in favour of female employees.
The mean Gender Pay Gap for Temporary Contract employees is calculated at 0.00%.
The median Gender Pay Gap for Temporary Contract employees is calculated at 0.00%.
The Proportion of Male employees with a BIK payment is 14.72%.
The Proportion of Female employees with a BIK payment is 9.94%.
The Proportion of Male employees with a bonus payment is 41.73%.
The Proportion of Female employees with a bonus payment is 37.89%.
The mean bonus Gender Pay Gap is calculated as 2.35% in favour of male employees.
The median bonus Gender Pay Gap is calculated as 36.39% in favour of female employees.
Employees by Pay Quartiles
|
| MALE | FEMALE |
Lower | Q1 | 76.82% | 23.18% |
Lower Middle | Q2 | 82.35% | 17.65% |
Upper Middle | Q3 | 72.27% | 27.73% |
Upper | Q4 | 78.43% | 21.57% |
Publishing our gender pay gap data adds focus on our support for an open and inclusive workplace at BWG Foods. All colleagues in BWG Foods have the same opportunities for recognition and career development and are treated fairly and equitably at work.
Many equality, diversity and inclusion initiatives and supports are already in place in BWG Foods, and we continue to explore opportunities to address any barriers to workplace equality.
