Gender Pay Gap Report – Melitta UK Ltd

Snapshot date: 5th April 2025
Sector: Manufacturing

1. Introduction

This report sets out the organisation’s gender pay gap in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. The data is based on ordinary hourly pay for relevant employees employed on the snapshot date of 5th April 2025.

Gender pay gap reporting measures the difference in average earnings between men and women across the organisation. It does not measure equal pay, which relates to pay differences between men and women performing the same or similar roles.

2. Pay Quartile Distribution

This distribution shows a consistent gender split across all quartiles, with men representing approximately two-thirds of roles at every pay level.

3. Gender Pay Gap Results (Summary)

4. Narrative Explanation (Manufacturing Context)

The organisation’s gender pay gap reflects the overall gender composition of the workforce rather than unequal pay for comparable roles. Men and women are paid equitably within the same roles and grades; however, the manufacturing workforce remains predominantly male across operational, technical, and leadership positions.

The pay quartile data shows a consistent gender distribution across all quartiles, indicating that the gender pay gap is not driven by concentration of women in lower-paid roles alone. Instead, it reflects the broader under-representation of women across the organisation as a whole.

Within the manufacturing sector, higher-paid roles such as skilled engineering, maintenance, technical specialists, and senior operational leadership positions continue to attract fewer women, influenced by long-standing labour market trends and skills pipelines. This impacts average pay outcomes despite equitable pay structures.

The difference between the mean gender pay gap (12.49%) and the median gender pay gap (8.94%) indicates that higher-paid roles have a greater influence on the overall average, reinforcing the importance of improving gender balance in senior and specialist positions.

5. Action Plan (Manufacturing-Focused)

Attraction & Early Career Pipeline

• Strengthen engagement with technical colleges, apprenticeships, and STEM outreach programmes to encourage more women into manufacturing and engineering career pathways
• Review job adverts and role profiles to ensure inclusive, gender-neutral language
• Promote manufacturing career opportunities through visible female role models

Progression & Skills Development

• Expand access to technical training and upskilling opportunities for underrepresented groups
• Introduce clear, transparent progression routes into skilled, supervisory, and management roles
• Monitor promotion outcomes by gender to ensure fair access to advancement

Retention & Flexible Working

• Explore flexible and alternative shift patterns where operationally feasible
• Support structured return-to-work conversations following maternity leave
• Monitor retention and attrition trends by gender, particularly in skilled roles

Pay Governance

• Continue regular pay and grading reviews to ensure consistency and fairness
• Monitor starting salaries and progression within role families
• Review gender pay gap data annually to assess progress

Leadership & Culture

• Maintain leadership accountability for diversity and inclusion outcomes
• Embed inclusive leadership behaviours through management training
• Reinforce commitment to equal opportunity across all operational areas

Key Statistics

• Mean Gender Pay Gap: 12.49%
• Median Gender Pay Gap: 8.94%
• Upper Quartile – Males: 65.63%
• Upper Quartile – Females: 34.38%
• Upper Middle – Males: 65.63%
• Upper Middle – Females: 34.38%
• Lower Middle – Males: 65.63%
• Lower Middle – Females: 34.38%
• Lower Quartile – Males: 65.63%
• Lower Quartile – Females: 34.38%
• Proportion of Males to receive bonus: 19.05%
• Proportion of Females to receive bonus: 15.91%
• Mean Gender Pay Gap in bonus pay: 51.86%

Total Bonus Pay Distribution by Gender

Overall Workforce Gender Distribution