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2 Sisters unveils ambitious new strategy to strengthen gender equality
2 Sisters Food Group has published its Gender Pay Gap report and unveiled a series of initiatives to improve diversity, gender, equality pay and opportunity across its business.
As one of the UK’s leading food manufacturers and a major employer, the business said it believes that it is very important for companies to be transparent about pay to help bridge the pay gap that exists across the country.
2 Sisters were keen to highlight that men and women are paid equally for doing equivalent jobs with equivalent experience and the gender balance and pay rates for their factory floor teams is comparable to UK manufacturing as a whole.
New gender strategy – 2 Sisters is keen to do more and create an environment that works for all / Picture: 2SFG
Their Gender Pay Gap is 9.7 per cent (mean) and 4.1 per cent (median), which compares very favourably to a 24.5 per cent median pay gap in the private sector overall, according to the Office for National Statistics (ONS).
But 2 Sisters also highlighted that there is always more to be done so has launched a multi-intervention gender strategy:
2 Sisters Food Group gender pay gap strategy
• Senior managerial-level support
Taking active steps to facilitate flexible and, or, part-time working and ‘family-friendly’ policies for senior management level colleagues to help improve work-life balance and support those with caring responsibilities.
• Positive targets
30 per cent of senior leadership roles (executive level or above) to be occupied by women by 2021.
• Learning
A programme of sponsored MBA scholarships, available to female and male applicants, with the objective of improving leadership opportunities for women across the sector.
• Mentoring
The launch of a 2 Sisters Food Group ‘women in leadership’ mentoring programme. Members of the senior management team will mentor and help build a talent pool of women at the business so they are ready to move into senior management positions.
• Recruitment
Insisting that recruiters always provide balanced shortlists with the inclusion of female candidates as well as those from a range of backgrounds.
• Internal opportunity
Ensuring all internal shortlists have at least one female candidate.
• Measure
Establishing a set of metrics to regularly monitor the diversity performance and report externally on an annual basis.
Ranjit Singh, President of Boparan Holdings Limited, owner of 2 Sisters Food Group said: “I am interested in creating a real culture change on opportunity at our business that will lead the industry. We need to create an environment that works for all employees, both male and female. If we do this, we will see more women succeeding in senior management roles.
“I’m really proud of the extraordinary diversity at 2 Sisters Food Group and I’m determined that we should do everything we can to make ourselves a company where anyone can do well, regardless of their gender.
“These values mean that we always pay our men and women equally for doing the same role with the same level of experience. Unfortunately, like many other companies in our sector and the UK, we have more men than women in senior roles and this is what is driving our current gender pay gap.
“So today we have unveiled a series of initiatives designed to tackle this gap at the senior managerial levels of the organisation to ensure women are better represented and have a stronger voice, and I look forward to seeing solid progress as our new strategy beds in.”