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2 Sisters looks to tackle gender pay gap

2 Sisters has revealed its gender pay gap and a strategy to strengthen gender equality and opportunity.


Alex   Black

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Alex   Black
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2 Sisters looks to tackle gender pay gap

2 Sisters has revealed its Gender Pay Gap and announced a new strategy to ‘improve diversity, gender, equality pay and opportunity across its business’.

 

The Gender Pay Gap at 2 Sisters was 9.7 per cent (mean) and 4.1 per cent (median). This was significantly less than the 24.5 per cent median pay gap in the private sector overall.

 

Equal

 

2 Sisters said men and women were paid equally for doing equivalent jobs with equivalent experience and the gender balance and pay rates for its factory floor team was ‘comparable to UK manufacturing as a whole’.

 

Ranjit Singh, President of Boparan Holdings Limited, owner of 2 Sisters Food Group said he was looking to create a ‘real culture change in opportunity’.

 

“We need to create an environment that works for all employees, both male and female. If we do this, we will see more women succeeding in senior management roles,” he said.


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He added he was proud of the diversity at 2 Sisters and it was determined to be a company where anyone can do well ‘regardless of their gender’.

 

“These values mean that we always pay our men and women equally for doing the same role with the same level of experience.

 

“Unfortunately, like many other companies in our sector and the UK, we have more men than women in senior roles and this is what is driving our current gender pay gap.

 

“So today we have unveiled a series of initiatives designed to tackle this gap at the senior managerial levels of the organisation to ensure women are better represented and have a stronger voice, and I look forward to seeing solid progress as our new strategy beds in.”

2 Sisters multi-intervention gender strategy

  • Facilitating flexible and part-time working and ‘family-friendly’ policies for senior management level colleagues
  • 30 per cent of senior leadership roles to be occupied by women by 2021
  • A programme of sponsored MBA scholarships, available to female and male applicants, with the objective of improving leadership opportunities for women
  • The launch of a 2 Sisters Food Group ‘women in leadership’ mentoring programme, to build a talent pool ready to move into senior management positions
  • Insisting recruiters always provide balanced shortlists
  • Ensuring all internal shortlists have at least one female candidate
  • Establishing a set of metrics to regularly monitor our diversity performance and report externally on an annual basis
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