Stateside Foods Ltd Gender Pay Reporting

The information below is based on the reporting date of the 4th April 2019.

Pay Information

The mean gender pay gap percentage: 13.1%

The median gender pay gap percentage: 9.5%

Stateside Foods Ltd.’s gender pay gap is significantly lower than the UK median gender pay gap of 17.3% for 2019 for all employees.

We are also an equal pay employer. All employees are paid the same rate for doing the same job. There is no difference between the rates paid to men and women.

The overall reason for the gap is likely to be an under-representation of women at senior levels.
Actions over the years have kept our gender pay gap to a lower level; however, we are aware that we need to do more to help reduce the gap and ensure we are leading a positive change.


Of the 273 employees’ in the lower quartile 152 are male and 121 are female. This means 55.7% are male and 44.3% are female.

Of the 273 employees’ in the lower middle quartile 187 are male and 86 are female. This means 68.5% are male and 31.5% are female.

Of the 273 employees’ in the upper middle quartile 218 are male and 55 are female. This means 79.9% are male and 20.1% are female.

Of the 272 employees’ in the upper quartile 212 are male and 60 are female. This means 78.0% are male and 22.0% are female.

Bonus Information

The mean gender bonus pay gap percentage is 73.4%

The median gender bonus pay gap percentage is 0.0%

What we are doing to improve our Gender Pay Gap?

We are actively looking at ways to address the gender pay gap throughout our business, and have a range of initiatives in place to do this. Some of these are detailed as follows:


We are an equal pay employer and pay employees the same rates of pay for the same grade regardless of gender.

As an employer we want to employ the best person for the job and pay competitive rates to attract talent. We currently recruit based on our employee behaviours, which reduces unconscious bias and ensures that we have a fair recruiting process.
In certain roles and functions males and females are often represented than in other roles, an example of this is that males tend to dominate engineering roles which generally attract a higher pay rate than other, more female dominated roles.
Through our various initiatives, we are also encouraging more females to enter roles which, historically, have tended to be male dominate.

Employee Benefits

We have enhanced our employee benefits offerings with additional maternity pay to attract key skills and talent back into the workplace after maternity leave.

Training & Development

We continue to encourage the career development of all our employees and pay attention to our promotion and recruitment practices about gender.

We recognise that our most important resource is our employees. We develop our people providing them with nationally recognised qualifications and ensure that all employees gain necessary skills to reach their full potential.

Our recent growth has enabled many of our employees to advance their careers through the opportunities that we create at all levels of our company. We have always been an organisation where people can thrive and develop regardless of their gender.

With further development of our initiatives we believe it will help improve our gender pay gap further and help us on our way to becoming a leading diverse organisation.
I confirm the information published above is accurate.


Jonathan Lucas
Managing Director