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WEETABIX FOOD COMPANY

2017 Gender Pay Gap Report

WELCOME TO OUR GENDER PAY GAP REPORT

2017 has been an exciting year for The Weetabix Food Company, with new owners, a change in leadership, continued growth, and our Weetabix brand sales exceeding £150million for the first time in our 85 year history.

One thing that I feel very passionately about, is that we wouldn’t be where we are without our brilliant people. It is personally important to me and to my leadership team, that we continue to have a culture that values the fantastic contribution that both men and women make to our business.

Ensuring we encourage career progression for all colleagues in our business, regardless of gender, has always been, and remains at the heart of our leadership team’s agenda.

As you’ll see from the results in this report, we remunerate and reward our people based on performance and contribution. We’ve worked hard to provide consistency and transparency within our pay decision-making process to ensure decisions are made based on market data and role performance.

It’s these principles that have allowed us to close our gender pay gap over the last few years. Not because we had to, but because being responsible is a key part of our culture here at Weetabix, even when no one’s looking.

I’m incredibly proud to lead an amazing, diverse workforce. Relative to national and industry statistics, our gender pay gap is at the lower end. We remain committed to closing the gap even further over the next few years.

Sally Abbott Managing Director, Weetabix UK and Ireland

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LOWEST

HIGHESTALL

WEETABIX

QUARTILE2

QUARTILE3

Females39%

Males61%

Females29%

Males71%

Females31%

Males69%

Females28%

Males72%

Females27%

Males73%

OUR GENDER PAY STATISTICS

DIFFERENCE IN BONUS PAYOUT

QUARTILE RANGES (percentage of gender according to salary brackets)

27.8% of men received a bonus

In 2016:

43.6% of women received a bonus

Movement 2016 2017 to close the gap

Excluding bonus 8.8% 4.9% Closed by 3.9%

Including bonus 8.5% 4.9%* *see note below

Excluding bonus 9.1% 5.4% Closed by 3.7%

Including bonus 9.7% 5.4%* *see note below

*There was no bonus payout at Weetabix in the year up to 5th April 2017

Difference in Median Pay

Difference in Mean Pay

In 2017:

There were no bonuses awarded to men or women

2013Group grading structure introduced so that we could benchmark every role

2014 Market data and performance based pay principles introduced for salary reviews

2015Annual equal pay audits introduced to highlight and address any imbalance

2016 Annual equal pay diversity research programme started reinforcing inclusion strategy

2016 Test run of gender pay reporting completed based on 2016 data

2017Gender pay reporting completed and published

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A VIEW TO THE FUTURE

Continuing to make gender irrelevant our decisions on payDiversity is incredibly important to all of us at Weetabix. Our nutritious breakfasts are enjoyed by a hugely diverse range of people all over the world, and we’re equally proud to embrace diversity within our business practices.

Over the past four years we have been working hard to structure our pay principles to ensure that, even subconsciously, gender is not a factor in how our colleagues are paid. This is the journey we’ve been on so far. We remain committed to attracting and retaining the very best talent to the business and ensuring gender is never a factor in decisions.

We will continue to make Weetabix a great place to work for everybody. After all, it’s our differences that Make The Difference at Weetabix.