Gender Pay Report 2025

 

Gender Pay Report 2025

WJFG Gender Pay Gap Reporting 

At Wellocks we are committed to creating an inclusive and equitable workplace where everyone can thrive. We strongly believe in job opportunities for everyone, regardless of their gender. We are committed to balancing our gender representation and supporting all colleagues in the workplace. Although the manufacturing industry as a whole employs fewer females than males, we are committed to providing opportunities for females to succeed and we are proud of the number of females in managerial and leadership positions.

Declaration:

This statement is published in accordance with the Gender Pay Gap Reporting regulations under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. We confirm that the information and data provided in this report is accurate and in line with mandatory requirements As part of this commitment, we publish our gender pay gap data annually in line with UK government regulations.

Our Results:

As of the snapshot date 5th April 2025, our gender pay gap figures are as below:

  • Mean hourly pay gap: -9.1%
  • Median hourly pay gap: 0.0%
  • Mean bonus gap: -686.6%
  • Median bonus gap: 0.0%

  • Proportion of males and females receiving a bonus:
    o Male: 21.0%
    o Female: 30.0%

  • Proportion of males and females in each pay quartile:
    o Upper quartile: Male 76.9%, Female 23.1%
    o Upper middle quartile: Male 81.5%, Female 18.5%
    o Lower middle quartile: Male 83.3%, Female 16.7%
    o Lower quartile: Male 68.5%, Female 31.5%

Understanding our gap:

Our gender pay gap is influenced by a number of factors, that I will now outline.

• Average Holiday Pay: We pay our colleagues an average holiday pay, which includes any overtime the colleagues may have worked in that period. This means it is inherently included in our Gender Pay Gap report. However, this has very little influence on the results, and any differences arising from this are minimal.

• Managing Directors: Our Managing Directors sit within each of our businesses, due to this they skew the mean calculations towards their respective Gender.

• Higher Proportion of females in senior roles: At WJFG we have a higher number of females in the senior roles.

Our Commitment:

We recognise closing the gender pay gap is a long-term journey, however we remain committed to continuously improving to ensure equity within our business. We will continue to review our data and benchmarking in order to ensure we are able to focus on taking the right actions for the future.