This includes any bonuses or commission paid to employees at the snapshot date of 5th April 2018. The results show that the proportion of females receiving a bonus was higher than the proportion of men receiving a bonus, however the difference in the mean and median bonus pay will be reflective of the fact that bonuses are paid at various stages throughout the year depending on the role and in accordance with KPI’s. Within each role receiving a bonus, LWC Drinks ensures an equal bonus entitlement across male and female employees.
LWC Drinks has a consistent gender pay gap within each quartile band based upon ordinary pay. Due to the business being predominantly distribution based, many of the warehouse and driver roles are male dominated professions. In addition, many of the senior depot manager roles are male due to the progression from warehouse positions within the Company. This would largely explain why at each ordinary pay quartile there is a significant gender pay gap.
LWC Drinks Ltd proactively works to encourage equality in the workforce and offers varied training and development opportunities for both male and female employees to progress within the Company. We continue our work in ensuring that pay is paid equally and appropriately for the role carried out and utilise our gender pay gap results to further encourage equality.