Established in 1979, LWC Drinks Ltd has grown from a small start up to the “fastest growing privately owned drinks company in the UK."
We consider our success the product of our philosophy; not to sell brands on behalf of brand owners, but to buy on behalf of our customers. With over 40 years of experience, 9,000 on-trade customers and employing 1,000 members of staff, we pride ourselves on providing the best possible service available in the industry through every facet of our business, and making a real difference.
At LWC, we value our employees and place a great emphasis on creating an encouraging and supportive working environment with equal opportunities of progression for both male and female employees. We offer training and development programmes across the business, with both management training courses and support in achieving role specific qualification across all areas of the business
This is the Gender Pay Gap report for LWC based on the snapshot date of 5th April 2020.
In 2020, our Gender pay gap for median gross hourly earnings was -5.9%. The mean ordinary pay gap was also -5.3%. The negative percentage figures show that female employees typically earn an average of 5.9% more than male employees per hour. In the Company’s 2018 gender pay gap report, this was previously 1%, showing that the pay gap within the Company has shifted from typically women receiving lower pay, to men now typically receiving lower pay. This reduction is in line with the UK National Average, which has also seen a reduction of 2.3%. However the UK National Average still remains at typically higher hourly pay for male employees, with a Gender pay gap for median gross hourly earnings of 15.5%.
This includes any bonuses or commission paid to employees at the snapshot date of 5th April 2020. The results show that there is almost an equal proportion of females and males receiving a bonus.
However whilst the proportion of men and women receiving a bonus is fairly equal, the mean and median gender pay gap using bonus pay shows a significant difference between male and female employees (figures below), showing that overall, typically employees who are men have lower bonuses than employees who are women. This may be impacted by the fact that the Company does have a naturally high intake of male employees in the large operational, distribution side of the business, which includes lower paid job roles. In addition to this, there has been a slight increase in female employees in the top pay quartile over the past 2 years. Whilst LWC Drinks ensures an equal bonus entitlement across male and female employees, the value of these bonuses will differ depending on the annual salary of each employee.
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.
It is worth noting, however, that since the Company’s 2018 Gender Pay Gap report, there has been a slight increase in the number of female employees in the top pay quartile and a decrease in the number of male employees in this area; with an increased number of male employees now in the lower and second quartile.
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.