Equal Pay & Gender Pay Gap

Adnams has always been committed to the principles of equal pay for all our employees. We continue to operate a fair job evaluation scheme to measure the relative value of all roles within our business that is consistent and transparent. We ensure there is no gender bias in our pay and remuneration systems and understand that equal pay between males and females is a moral obligation and a legal right in accordance with the Equality Act 2010. As we look to tackle inequality of all kinds, we will extend this level of scrutiny to all minority groups within our business and will report with the same transparency.

We are committed to conducting regular pay audits and pay reviews and taking swift and specific action to address any inequality should it be highlighted. We work hard to improve the financial well-being of all our employees and offer wide ranging support, advice and information.

The information we are required by legislation to publish is detailed below. Average male pay is currently higher than average female pay.

Mean Pay Gap           18.9%    
Median Pay Gap       9.09    
Mean Bonus Pay Gap       94%    
Median Bonus Pay Gap       94%%    
Males receiving Bonus Pay   0.2%    
Females receiving Bonus Pay   0.4%    

Lower Quartile               36/64        
Lower Middle Quartile           42/58    
Upper Middle Quartile           65/35  
Upper Quartile               60/40      

Total Population           51/49

We have seen a widening of our Mean and median pay gap. This change can be largely explained by a low number of changes within a small group of senior employees

We choose not to have a Bonus Culture within Adnams. Three employees received a Bonus during the reference period.

Our quartile distribution position has again moved very slightly to a less favourable position but still remains strong. We have introduced new recruitment practices to further eliminate conscious or unconscious bias from our processes and will be focusing our attention on those roles sitting with the middle quartiles. Adnams have successfully facilitated the progression of female employees internally and ensures there are no barriers to female candidates being appointed into senior roles. There is a strong pipeline of female talent within the region and within many areas of our business and this will continue to have a positive impact on future quartile distribution figures. Our Talent Management Strategies ensure potential is identified and developed at all levels and across all business areas regardless of gender. Our approach to flexible working continues to ensure that opportunities are available for all, based solely on aptitude and ability. In a business of our size, small changes within our Senior Teams can have a noticeable impact on quartile distribution.