2022 gender pay gap statistics
In April, we published the gender pay gap statistics for 2022.
Our gender balance overall remains consistent, and we see positive evidence of progression in terms of experience and earning power among females in the organisation. There is still work to be done though in attracting and retaining more females into what has historically been a heavily male-dominated industry, in order that future internal promotion opportunities see as many female candidates as male.
What is the gender pay gap?
The gender pay gap is different from equal pay. Equal pay focuses on whether men and women are paid the same for carrying out the same or similar jobs. In Mowi, we are confident that colleagues are rewarded for their role, not their gender, and that we have equal pay for work of equal value.
The gender pay gap measures the difference in the average pay of all men and women right across the organisation and helps us assess whether our approach to career development and progression opportunities are as effective for females as for males.
The gender pay gap at Mowi Scotland
In Mowi Scotland, we identified a 10.8% mean gender pay gap in 2022, while in Consumer Products UK the gap was 2.4%. Both organisations are significantly below the UK average of 14.9%.
This gap is largely because of the unequal distribution of men and women across the company, not because of our pay policies and practices. Mean figures show the average across our workforce as a whole and therefore are more directly impacted by compensation awarded to our highest earners, a greater proportion of which are currently male. This is partly because, historically, both aquaculture and manufacturing have been heavily male-dominated industries and consequently those with the most experience are more often male. We continue to be affected by this as females make up only 35% of our workforce in Consumer Products and just 14% in Mowi Scotland.
In Mowi Scotland, we saw a 5.4% median gender pay gap (meaning that women earn 95p for every £1 that men earn), with a 2.6% gap in Consumer Products UK (women earn 97p for every £1 that men earn).
This year, the median gap is a smaller percentage than the mean number. This is because median figures represent the midpoint of our workforce and so this measure of the gap reflects the fact that, while men outnumber women heavily in our operational roles, women make up a slightly higher proportion overall in professional and managerial positions.
Eradicating the gender pay gap
To ensure we really are progressing towards a truly gender equitable workplace, we have committed to actions that we believe will drive real change.
To address the harmful stereotypes and social norms that limit expectations of what women can or should do, we plan to adopt an approach that will identify, challenge, and change those norms so that we remove the barriers women face in joining our industry, accessing development, and achieving their full potential.
