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In 2017, the Government enacted legislation for organisations in the UK with more than 250 employees to report their Gender Pay Gap. Quorn supports this positive step towards addressing any potential gender bias and the fair representation of and pay for women in our workforce.

It is important to remember that the Gender pay Gap is not the same as Equal Pay and we are confident that all our colleagues are paid equally for doing the same job. Quorn embrace diversity of gender at every level of our business to ensure employees always receive equal pay for equal roles.

It’s also worth remembering that the Gender Pay Gap looks back retrospectively at a snapshot in time, this year’s results are reporting from April 2023.

At Quorn we recognise that we have a gender pay gap as more men than women are employed across all pay band quartiles. More women than men choose to work part time and in flexible roles which has an impact on our overall numbers. Our manufacturing operations and senior management cohort also lean towards a male bias, again influencing the ratios between male and female operations.

Our main focus for 2024 and beyond, is to continue to implement a people-centered approach, with the aim of being recognised as an outstanding place to work. To this end, we recognise the significance of offering more than just a standard compensation package to our colleagues. Our aim is to recognise and reward exceptional performance, provide support during challenging times, and to take a holistic approach to health and well-being. We understand that a happy and engaged team leads to a positive work environment and ultimately a better service to our customers and consumers.

We regularly review our health and well-being and reward initiatives and commit to making efforts to understand how we can enhance our work environment to attract and retain female talent, promote diversity in our workplace, and engage with colleagues on internal career development plans across all areas of our business.

Our ultimate goal is to ensure we operate a fair and secure environment where everyone has equal access to opportunities and challenges.

Male and Female Results

Grouping Male Female
Lower Quartile 64.32% 35.68%
Lower Middle Quartile 60.77% 39.23%
Upper Middle Quartile 58.82% 41.18%
Upper Quartile 67.93% 32.07%

Hourly Rate Results

Mean hourly rate for males Mean hourly rate for females Percentage gender pay gap
£23.29 £20.39 12.45%
Median hourly rate for males Median hourly rate for females Percentage gender pay gap
£15.91 £15.66 1.59%

Bonus Results

Proportion of male and female relevant employees who were paid bonus pay:

Male - 87.08%

Female - 88.50%

Mean Bonus Payment

Male Female Percentage of Mean Bonus Pay Gap
£3,006.79 £1,835.79 38.95%

Median Bonus Payment

Male Female Percentage of Median Hourly Pay Gap
£1,000.00 £1,000.00 0.00%

Leanne Jones

Reward & Payroll Lead, Quorn Foods


I confirm that the gender pay gap calculations are accurate and meet the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Neil Thomas

Director of People, Marlow Foods Ltd t/a Quorn Foods