Gender pay at Nestlé
Read our gender pay gap report 2020 for Nestlé UK and Ireland
What is gender pay gap reporting?
Every year organisations with 250 or more employees must publish data on their gender pay gap. The gender pay gap is a comparison of the average earnings for men and women regardless of the work they do.
Why does it matter?
Gender pay reporting can highlight where there are differences in representation in organisations. For instance, if an organisation has more men than women in well paid senior roles and more women than men in less well paid junior roles, then the average pay for men will be higher than for women and there will be a gender pay gap in favour of men.
Our organisation is complex and so is our data. However our approach is simple. We embrace difference and champion inclusion which is why gender representation across our business is an important area of focus and improving gender balance is an important part of our ongoing commitment to give everyone the chance to be the best they can be.
Gender balance is crucial. At Nestlé we want our employees to feel comfortable and empowered to do their work with pride. An inclusive work environment allows us all to reach our full potential and ultimately enable a more successful business. I am pleased to publish this report to bring transparency to a very important area for me."
Our organisation
We have a variety of sites across the UK, including factories, offices, Nespresso boutiques as well as a product technology centre with research and development at its core. In Ireland we have a head office and Nespresso boutiques. Gender representation varies in these different sites. But overall we currently have many more men than women in our organisation.
There are specific areas we need to focus where we would like to drive change. For example, we have more men than women in our factories. Our offices have more of a gender balance but there are more men at the most senior levels. In Ireland the gender balance is better, with more women than men overall, but we face the same challenge in our most senior roles.
2020 data
When we refer to Nestlé in the UK, this includes our seven main Nestle legal entities in the UK: Nestle UK Ltd (our Nescafé, Nestlé Confectionery, Nestlé Food & Dairy, Nestlé Nutrition, Nestlé Health Science and Nestlé Professional businesses as well as factories and corporate functions such as Group Supply Chain and HR), our 2 Nestle Purina legal entities which cover Nestle Purina manufacturing and commercial operations, Nespresso, Cereal Partners, Nestle Waters and Nestec York Ltd, which houses our R&D centre. All these businesses share a common approach to pay and bonuses. The 2020 report covers approximately 7,381 people across a range of offices, factories, coffee boutiques and our product technology centre in the UK and 154 people in the head office and coffee boutiques in Ireland.
The 2020 report includes data for our head office and Nespresso boutiques in Ireland, which we are voluntarily publishing for the first time.
Data
We have to report on mean and median data. Mean data is calculated by adding up all the numbers in a sample and dividing by the number in that sample.
Median data is calculated by ranging the numbers in order from the lowest paid to the highest paid, and the middle number is the median.
In our report the calculations of mean and median gender pay gap and bonus pay gap are calculated by taking the figure for women away from the figure for men and dividing by the figure for men.
To calculate pay quartiles or quarters we put the pay of all individuals in descending order and then split them into four equally sized groups. We then report on the percentage of men and women in each group.
Declaration of accuracy: I confirm that this statement is true to the best of my knowledge and belief. "
About our data
A small gap or zero doesn’t mean we’ve achieved gender balance. We still have more men than women in our factories, and while there’s a stronger female representation in office roles, we have more men in our most senior roles. While the data for each individual legal entity may look different, the challenges we face are the same, and we know we still have work to do.Working in teams where there is diversity, with the different perspectives, styles, and balance that this brings, creates an environment where we grow as individuals and can truly be ourselves. It makes complete sense to me that diversity is essential for a business to thrive."
Our Approach
- Our ambition is to achieve 50:50 representation across all parts of our business, and at all levels.
- We are broadening our marketing activity and, with our partner WildHearts work with schools to increase the employment of underrepresented groups.
- We are increasing diversity in our supply chain
- We will work to use our scale and voice to advance gender equality through partnerships such as our sponsorship of the Diversity & Inclusion in Grocery network.
- We celebrate inspiring women and challenge the ‘norm’ by sharing colleague stories and successes. We celebrate International Women’s Day every year. We educate our colleagues throughout the year to be active allies of gender equality.
- We continue our “Respect at work” training at all manufacturing and supply sites and plan to pilot inclusion committees.
- We support our parents through our Parent Talk network, peer mentoring scheme, the parental leave app and by encouraging them to take parental leave.
- We are reinvigorating our Gender Balance network to better listen to our colleagues’ experiences and use their feedback to influence our plans.
- We will expand our work in recruitment through gender balanced hiring, piloting anonymised recruitment and training our hiring managers in bias awareness. We are actively searching for a broader range of candidates, debiasing job adverts and encouraging diverse interviewers.
- We are working on increasing the number of women progressing into senior roles through sponsorship, personalised development plans and relaunching our mentoring programme
- We are continuing to offer a wide range of flexible working options and a particular focus this year is on the ways we can change working patterns in our manufacturing and supply sites to provide greater flexibility.
I want to live in a world with gender equality and want that for my daughter and my son. As part of the world’s largest food and drink organisation we embrace our responsibility to drive change for our colleagues now, and for our future generations. We know that change takes time and that we cannot change everything by ourselves. That’s why it’s important we have committed leaders, taking action now and also why I am delighted we’re working as part of a wider industry network with GroceryAid to collectively start a change within our industry."
Our people
We have both recently returned to work in the UK and gender balance is a passion for both of us. Our areas in supply chain and factories are where we see the biggest gender disparity, and we are keen to make a difference. This isn’t something that can change overnight, and this change takes many years to see, but we are determined to continue the work."
