Stateside Foods Ltd Gender Pay Reporting

We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

The information below is based on the requirement date of 4th April 2018.

Pay Information

The mean gender pay gap percentage: 13.2%

The median gender pay gap percentage: 12.8%

Stateside Foods Ltd’s gender pay gap is significantly lower than the UK median gender pay gap of 17.9% for 2018 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.


Of the 251 employee’s in the lower quartile 187 are male and 64 are female. This means 74.5% are male and 25.5% are female.

Of the 252 employee’s in the lower middle quartile 185 are male and 67 are female. This means 73.4% are male and 26.6% are female.

Of the 252 employee’s in the upper middle quartile 181 are male and 71 are female. This means 71.8% are male and 28.2% are female.

Of the 251 employee’s in the upper quartile 177 are male and 74 are female. This means 70.5% are male and 29.5% are female.

Bonus Information

The mean gender bonus pay gap percentage is 73.2%

The median gender bonus pay gap percentage is 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 which are detailed as follows:


We are an equal pay employer and pay employees the same rates of pay for the same grade regardless of sex. As we grow we will continue to offer fair equitable pay to all of our employees.

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.

Employee Benefits

We are currently further enhancing our employee benefits offerings with enhanced maternity pay to attract key skills and talent back into the workplace after maternity leave.

We also offer Childcare vouchers which help reduce the costs of childcare which improves the viability of mothers returning back to the workplace sooner.

Training & Development

We continue to encourage the career development of all our employees and pay particular attention to our promotion and recruitment practices with regard to 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 or background.

By further development of our initiatives we believe it will help improve our gender pay gap further and help us on the way to becoming a leading, inclusive and diverse organisation.

I confirm the information published above is accurate.


Jonathan Lucas
Managing Director