|Employees working for MDL on 5 April 2020 were as follows:||228||28||256|
|Average gender pay gap as a mean average:||10.19||11.96||-1.77%|
|Average gender pay gap as a median average:||9.21||9.58||-.37%|
|Average bonus gender pay gap as a mean average:||100%||0|
|Average bonus gender pay gap as a median average:||100%||0|
|Proportion of males receiving a bonus payment and proportion of females receiving a bonus payment:||1.32%||3.57|
|Proportion of males and females when divided into four groups ordered from lowest to highest pay:||%||%|
|Lower Middle Quartile||92.19||7.81|
|Upper Middle Quartile||95.31||4.69|
Gender Pay Report Statement
As an employer of 250 or more employees, MDL is required by law to publish an annual report showing the difference in average female earnings compared to average male earnings.
MDL has a mean gender pay gap figure of -1.77%. This is significantly lower than the national average of -.37%.
MDL’s mean average hourly rate paid to women is 17% higher than that paid to men. This is because a greater proportion of women than of men are employed in a professional office capacity. In comparison, blue collar roles at MDL such as driver, pickers and storeman are predominantly undertaken by male employees.
Overall, there are a greater proportion of females than males in Head Office roles at Management level, e.g. HR, Boardroom and Finance. A greater proportion of women than men are employed in part time roles.
Bonuses were paid on varied reasons which included female staff as well.
The figures largely reflects a positive change in the dairy industry which is predominately was male dominated. MDL is an equal opportunities employer and is committed to closing gender pay gaps and is pleased that the statistics show that the mean average figures are very close; being in favour of women.
What we have done so far
We recruit solely on merit on the basis of objective and non-discriminatory selection criteria.
We will continue to monitor our diversity data to ensure our recruitment practices continue to attract women into senior roles.
We will continue to offer a range of flexible working options for women to attract them into more senior roles.
To continue working on attracting and promoting women to senior roles.
To implement a reward strategy which incorporates bonus payments for all management levels.
I confirm that the information in this statement is accurate.