2 Sisters Food Group has a long track record of leading on diversity and inclusion within its businesses.

Not only is the company built around a strong workforce foundation comprising of many different nationalities and faiths, it is also proud of the contribution it has played in promoting and ensuring gender diversity, inclusion and opportunity.

With an ever-increasing focus on the issue of gender, the business is pleased to be able to publish its gender pay gap analysis which we believe stands up very well against the manufacturing industry as a whole and in particular the food and drink sector.

Creating an environment in which both men and women can reach their career aspirations is vitally important to us. There is always more to do, and we look forward to making sure we look at new and different ways to reach our goals.

There are many success stories at 2 Sisters - here are the stories of a selection of our female superstars:

Our People

Women in Leadership

Lindsey

Lindsey Buckley

HR Director - Meal Solutions

"I joined 2 Sisters Food Group five years ago and since that time my role has evolved and grown significantly.

"One big learning curve has been the pace at which we operate however working at 2SFG has provided me with the opportunity to meet my career aspirations and goals in a challenging but rewarding environment.

"I have had the opportunity to be part of a transformational turnaround in the chilled division and I have an equal voice at the divisional board table.

"Provided that you are willing to work hard, the scope for progression is excellent at 2 Sisters. It’s pleasing to see more women progressing into senior management positions within the business.

"I feel this is a trend we should absolutely continue to encourage and I am excited that our newer female executives have the genuine opportunity to aspire to leadership roles."

Cheryl Francis

Logistics and Group Services Director

“I joined 2 Sisters over 10 years ago. The business quickly entered into a period of rapid expansion and growth, and as a consequence my role has evolved and grown significantly since I joined. Working at 2SFG has provided me with the opportunity to meet my career aspirations and goals in a challenging but rewarding environment. Provided you’re willing to work hard, the scope for progression is excellent at 2 Sisters. It’s pleasing to see more women progressing into senior management positions within the business, I feel this is a trend we should absolutely continue to encourage.”

Jessica

Jessica Macleod

Head of Procurement– Indirects & Capex and Director of Procurement for Boparan Private Office 

“I joined the company nine and a half years ago, since then I have been given opportunities to develop with the business and progress to a director-level position.

"I now run a team of Procurement professionals who operate across the business, with responsibility for supplier contracts worth nearly £250M annually, from agency labour to buildings and machinery.

"The company promotes on merit, so I would encourage any ambitious person, male or female, to work hard and pursue your career within 2SFG.”

Gender Pay - Introduction

At 2 Sisters Food Group we are committed to creating an environment in which both men and women can reach their career aspirations. We are proud of our 20,000+ diverse workforce which compromises of 78 different nationalities across the group.

All UK businesses employing more than 250 are required to disclose their Gender Pay Gap. The requirements remain the same this year as the first reporting cycle in 2018, and are as follows:

•% difference in mean hourly pay

•% difference in median hourly pay

•The proportion of male and female employees in each pay quartile (lower, lower middle, upper middle and upper)

•% difference in mean bonus pay of male and female employees in the 12 months to 5th April 18.

•% difference in median bonus pay of male and female employees in the 12 months to 5th April 18.

•The proportion of male and female employees who received bonus in the 12 months to 5th April 18.

With an ever-increasing focus on the issue of gender, the business is pleased to be able to publish its gender pay gap analysis for 2018. We are now in a position to compare our YOY results, and create a benchmark from which to focus our gender pay initiatives.

There is always more to do, and we look forward to making sure we look at new and different ways to reach our goals.

At 2 Sisters, we are committed to ensuring all colleagues are treated equally.

Overall we believe that our data compares favorably against reported national figures.

The below example shows how we as a group compare to the Office for National Statistics mean & median figures for the private sector in 2018.

 

 

Description
Private sector
2 Sisters Food Group

Gender
pay gap
median
23.8
5.2

Gender
pay gap
mean
20.3
9.1

^ Gender pay gap defined as the difference between men's and women's hourly earnings as a percentage of men's earnings.
^^ Employees on adult rates whose pay for the survey pay-period was not affected by absence.

Source - Annual Survey of Hours and Earnings, Office for National Statistics

 

Although we are required to disclose our Gender Pay data by Legal Entity, the way we structure the business means that it is of more practical value to us to view our data at Group and Divisional level. At Group level we can report that our Gender Pay Gap in 2018 is 9.1% (mean) and 5.2% (median). Encouragingly, this illustrates that our gap has reduced slightly vs 2017 (mean gap reported in 2017 was 9.7).

Analysis of our quartile pay bands at group level also shows a positive shift towards a more balanced workforce at all levels.

Between bands A & C we have seen an average increase in females of 2.2%; in our upper quartile we have also seen a slight increase in females (0.5%). Although small we believe this is a step in the right direction, and reflects our work in diverse recruitment and equality promotion across the business.

 

Quartile Pay Bands

2018

2017

Band

% F

% M

% F

% M

Band A - Lower Quantile

44.9%

55.1%

42.9%

57.1%

Band B - Lower Mid Quantile

37.2%

62.8%

35.0%

65.0%

Band C - Upper Mid Quantile

31.8%

68.2%

29.5%

70.5%

Band D - Upper Quantile

27.2%

72.8%

26.7%

73.3%

 

The corresponding figures for each operating Division are as follows:

 

Division

Pay Gap

Mean 2018

Mean 2017

Mean YOY Shift

Median 2018

Median 2017

Median YOY Shift

Central

38.39%

48.95%

-10.56%

18.06%

33.87%

-15.81%

UK Poultry

10.49%

10.0%

0.49%

2.67%

5.92%

-3.25%

Added Value

9.03%

9.73%

-0.70%

2.87%

2.56%

0.31%

Amber

13.93%

7.97%

5.97%

3.56%

1.61%

1.95%

Frozen

15.10%

13.10%

2.00%

7.65%

8.42%

-0.77%

Meal Solutions

2.94%

4.03%

-1.08%

3.05%

3.44%

-0.38%

Biscuits

9.20%

12.11%

-2.91%

6.50%

4.18%

2.32%

Red Meat

11.07%

14.46%

-3.39%

7.99%

12.70%

-4.70%

 

Division

Bonus Gap

Mean 2018

Mean 2017

Mean YOY Shift

Median 2018

Median 2017

Median YOY Shift

Central

91.01%

65.07%

25.95%

1.6%

38.7%

-37.1%

UK Poultry

52.04%

32.33%

19.71%

0.0%

0.0%

0.0%

Added Value

28.16%

16.78%

11.38%

-66.7%

-74.9%

8.2%

Amber

0.00%

100.00%

-100.0%

0.0%

100%

-100.0%

Frozen

31.76%

46.62%

-14.86%

-14.3%

48.6%

-63.0%

Meal Solutions

0.20%

25.14%

-24.93%

0.0%

17.4%

-17.4%

Biscuits

4.13%

43.86%

-39.72%

-99.2%

7.3%

-106.5%

Red Meat

98.80%

0.00%

98.80%

99.6%

0%

99.6%

 

As a responsible employer we do not believe that there is an imbalance in the rates of pay given to men and women doing the same or equivalent work, and nor is there a significant gap between men and women at the equivalent grade in our structure. Likewise, bonus schemes, where operated, are applied consistently regardless of gender.

Please follow the below link to view our results:

Read our gender pay report.