Gender Pay Gap Statement

Melitta UK Ltd welcomes the opportunity to report our gender pay gap under The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Melitta UK Ltd welcomes the opportunity to report our gender pay gap under The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

This Gender Pay Gap Report is based on data as of the 5th April 2022, at this point, Melitta UK Ltd employed over 265 staff of which a total of 257 staff have been calculated within our gender pay gap this year due to maternity leave and  LTS who have received no pay.  257 staff are made up with 174 (68%) being male and 73 (32%) being female.

At Melitta, we believe in creating a diverse and gender-balanced workforce. We believe in job opportunities for everyone regardless of gender, background, race, and ethnicity.  We are striving to create a truly inclusive culture.

Our overall mean gender pay gap is 18.31%, this is mainly due to some white-collar roles being in great demand due to Brexit and COVID-19 and needing to retain skills and knowledge within the business. The median gender pay gap is 3.81%

Our business had another successful year in 2021 which gave bigger bonus payouts in 2022.  This is a profit-sharing bonus scheme for Hay Grade Managers which also had an impact on the difference in our mean gender pay gap.

We are committed to ensuring that there is no difference in pay rates for those who are carrying out the same function and at the same time naturally we want to understand what is driving our pay gap and how and what we can do to improve it. We know that our gender pay gap is not a pay issue but is down to a lack of female representation in certain roles.  We have more men than women in our senior role, although this has increased slightly. In 2022 our data shows we had fewer female employees overall when you compare headcount differences.

Throughout the Production and Warehouse Departments, all operators are paid using a pay grading system that rewards those employees who carry out functions that require a higher skill set, irrespective of gender.

In 2023 we have put plans in place to change our pay grading system for our production and warehouse operations with an accelerated pay grade to support retention, recruitment and diversity within the workplace which will support bridging the gap of the mean percentage further.

The Production and Warehouse employees working the night shift receive a higher shift allowance and these employees are predominantly male.

  • Mean Gender Pay Gap                      =                                  10.02%
  • Median Gender Pay Gap                          =                                  0.016%
  • Upper Quartile – Males                             =                                  67.69%
  • Upper Quartile – Females                         =                                  32.31 %
  • Upper Middle – Males                               =                                  68.75%
  • Upper Middle – Females                           =                                  31.25%
  • Lower Middle – Males                                =                                  68.75%
  • Lower Middle – Females                            =                                  31.25%
  • Lower Quartile – Male                                =                                  68.75%
  • Lower Quartile – Female                            =                                  31.25%
  • Proportion of Males to receive bonus                      =                26.70%
  • Proportion of Females to receive bonus                  =                23.46%
  • Mean Gender Pay Gap in bonus pay                         =                54.88%
  • Median Gender Pay Gap in bonus pay                     =                7.89%