MILDREDS AND MALLOW Gender Pay Gap Report 2025

1. Difference in Mean and Median Hourly Pay

The mean hourly pay for male employees is £16.71, compared to £15.99 for female employees, resulting in a pay gap of £0.73. 

The median hourly pay is £14.41 for male employees and £14.08 for female employees, resulting in a gap of £0.32. 

Overall, both mean and median measures indicate a relatively small difference in hourly pay between male and female employees. 

2. Difference in Mean and Median Bonus Pay

The mean bonus pay for male employees is £680, while female employees receive a higher average bonus of £738, resulting in a difference of -£58 in favour of female employees. 

The median bonus for female employees is £664, compared to £375 for male employees, resulting in a difference of -£289. 

This indicates that, on average, female employees received higher bonus payments during the reporting period. 

3. Proportion of Employees Receiving Bonuses

A total of 129 employees received bonuses during the reporting period. Among them:

While a slightly higher proportion of male employees received bonuses, female employees remain proportionately well represented among bonus recipients relative to their overall workforce representation (42% vs 34%).  

4. Proportion of Employees in Pay Quartiles

Employees have been divided into four quartiles based on hourly pay.

The overall workforce is 66% male and 34% female, which is broadly reflected across the lower and middle quartiles. This distribution is influenced by the composition of roles within the business, particularly within back-of-house and kitchen functions, which are typically more male-dominated. 

Female representation increases at higher pay levels, with women accounting for 42% of the upper quartile, compared to 34% of the overall workforce, indicating proportionately stronger representation in higher-paid roles. 

Conclusion

The organisation continues to demonstrate a relatively small gender pay gap in hourly pay, with only modest differences in both mean and median measures. 

While female employees represent 34% of the overall workforce, they account for 42% of employees in the upper pay quartile, indicating stronger representation at higher pay levels relative to their overall population. 

Bonus outcomes further support this position. While a slightly lower proportion of female employees received bonuses compared to male employees, female employees remain proportionately well represented among bonus recipients relative to their overall workforce representation (42% vs 34%), and received higher bonus payments on both a mean and median basis. 

Differences in workforce composition reflect the distribution of roles across the business, particularly within operational and kitchen-based positions. 

Overall, the data indicates that differences in pay are primarily driven by workforce composition rather than pay disparity within comparable roles, with evidence of proportionate progression for female employees within higher pay bands.