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Gender and pay at Shepherd Neame

April 2019 Report

Gender and Pay at Shepherd Neame

Shepherd Neame is an equal opportunities employer and a family business with a deeply embedded sense of fairness and equality. That means we strive to attract, retain and develop the best people to work here, based solely on ability and experience and without regard to gender.

We ensure equal pay for all staff in the same role with the same level of experience. Every year we recognise the long service of our people with awards for those who have been at the brewery for ten, 20, 30 years, sometimes even 40 years. We’re proud that our people stay with us for a long time and as a result of their investment in us we have a deeply committed and loyal workforce.

Recently we have formed a Diversity Committee to help us understand where we can make improvements and we encourage our employees to contribute their ideas through this and a number of other different engagement platforms

Our business is complex and diverse, with roles and functions ranging from manufacturing and packaging to property management and engineering. Some of these have historically attracted more men than women, but we actively encourage female applicants to all vacancies and are now seeing more and more women join the business, throughout the brewery and in more senior roles. 

We remain committed to ensuring the gender mix becomes balanced across the business and we are confident that when we achieve gender balance across these functions our gender pay gap will be eliminated.

We have a total of 1,424 employees (within the GPG definition used to calculate the Gender Pay Gap*), spread across the brewery, head office and our managed pubs, bars and hotels.  Of these 675 are women and 749 are men.

23.2% Mean (average) gender pay gap

This is the difference between the average male hourly rate and the average female hourly rate. This gives a result of 23.17%, indicating that we have proportionately more men in higher paid jobs but there has been an increase in more females attaining higher paid roles. This is demonstrated by an improvement from our last reporting period results of 26.92%.

2.1% Median gender pay gap

This is calculated by taking the lowest and highest hourly rates for men and women and finding the rate of pay in the middle point of these ranges, then subtracting the difference. This results in a median gender pay gap of 2.12%, again showing we have more men than women in higher paid jobs.

47.8% Bonus pay gap

This is the difference between average bonus payments to men and women, giving a percentage difference of 47.77%. This reflects the higher number of men in more senior positions where bonuses are paid. Only a small proportion of the company actually receives a bonus (see below) and this doesn’t take into account the share bonus scheme which operates throughout the company.

64.4% Median bonus gap

The difference between the median or midpoint of male and female bonus ranges is 64.43%.

Bonus proportions

13.17% Male
5.06% Female

The proportion of men who received a bonus is 13.17%, while 5.06% of women received a bonus, indicating we have more men in bonus-led positions.


Quartile distribution : Female / Male

The quartile distribution is the number of male and female employees in each of four pay bands: the lower, lower middle, upper middle and upper quartile pay bands.

Q1  Lower                54.78% female, 45.22% male, that’s 195 women and 161 men.
Q2  Lower middle   55.06%  female, 44.94% male, or 196 women and 160 men.
Q3  Upper middle   47.19%  female, 52.81% male, which is 168 women and 188 men.
Q4  Upper                32.58% female, 67.42% male, which is 116 women and 240 men.

R N Duncan
Company Secretary
3 April 2019
 

April 2018 Report

Shepherd Neame is an equal opportunities employer. That means we have the same rates of pay for men and women in the same role and gender is not a factor when we’re choosing the right people to work here.

We’re a family business with a deeply embedded family culture. We strive to attract, retain and develop the best people. As a result we have a deeply committed and loyal workforce and all our people are encouraged to take part in a share incentive plan, so that they really feel part of the company.

Every year we recognise the long service of our people with awards for those who have been at the brewery for ten, 20 and 30 years, sometimes even 40 years. We’re proud that our people stay with us for a long time. 

We are also a fairly complex business with a diverse set of roles and functions ranging from manufacturing and packaging to property management and engineering. Some of these have historically attracted more men than women, but we actively encourage female applicants to all vacancies and are now seeing more and more women join the business, throughout the brewery and in more senior roles. We are committed to ensuring the gender mix becomes balanced across the business.

We have a total of 1,514 employees, spread across the brewery, head office and our managed pubs, bars and hotels.  Of these 714 are women and 800 are men.

26.9% Mean (average) gender pay gap

This is the difference between the average male hourly rate and the average female hourly rate. This gives a result of 26.92%, indicating that we have more men in higher paid jobs.

1.3% Median gender pay gap

This is calculated by taking the lowest and highest hourly rates for men and women and finding the rate of pay in the middle point of these ranges, then subtracting the difference. This results in a median gender pay gap of 1.32%, again showing we have more men than women in higher paid jobs.

44.1% Bonus pay gap

This is the difference between average bonus payments to men and women, giving a percentage difference of 44.11%. This reflects the higher number of men in more senior positions where bonuses are paid. Only a small proportion of the company actually receives a bonus (see below) and this doesn’t take into account the share bonus scheme which operates throughout the company.

22.9% Median bonus gap

The difference between the median or midpoint of male and female bonus ranges is 22.92%.

Bonus proportions

13.9% Male
4.5% Female

The proportion of men who received a bonus is 13.95%, while 4.53% of women received a bonus, indicating we have more men in bonus-led positions.


Quartile distribution : female/male

The quartile distribution is the number of male and female employees in each of four pay bands: the lower, lower middle, upper middle and upper quartile pay bands.


Q1  Lower                55.3% female, 44.7 % male, that’s 209 women and 169 men.
Q2  Lower middle  55.2%  female, 44.8% male, or 209 women and 170 men.
Q3  Upper middle  48.2%  female, 51.8% male, which is 182 women and 196 men.
Q4  Upper                30.1% female, 69.9% male, which is 114 women and 265 men.

R N Duncan
Company Secretary
3 April 2018