AN INTRODUCTION TO JELD-WEN UK GENDER PAY GAP REPORT
JELD-WEN is committed to employing the best people and carries out robust recruitment and employee relations practices to ensure our people are hired and treated fairly. As a large employer we are steadfast in our approach to fair pay and conditions.
The following statistics are from Gender Pay Gap reporting in 2023 and will be updated annually in line with our obligations. We continually strive to ensure equality in the workplace and whilst our results are amongst some of the best in the manufacturing sector, we will continue to look to ensure that we have the right people in the right roles who are paid in the right way. We are required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender pay gap Information) Regulations 2017.
BACKGROUND INFORMATION
Data was taken at the required date of 5th April 2023, during 2022 and 2023 reporting periods we have closed 3 sites in the UK, this is reflected in the overall headcount reduction you will see in the year-on-year data.
648 employees were ‘relevant’ in that pay period, i.e. received their normal full pay.
125 female employees equated to 19.5% of the entire workforce.
Mean gender pay gap in hourly pay as a percentage of men’s pay
-22.9%
Median gender pay gap in hourly pay as a percentage of men’s pay
-40.8%
Percentage of men receiving bonus pay Percentage of women receiving bonus pay
Male: 11.85%
Female: 20.00%
Mean gender pay gap in bonus pay as a percentage of men’s pay
26.0%
Median gender pay gap in bonus pay as a percentage of men’s bonus pay
-16.5%
In 2024 some of the initiatives taken to ensure pay transparency include becoming a Real Living wage employer, we will continue on our journey to address gender pay and any known imbalance in our organisation.