• Gender Pay Gap Statement UK

Gender Pay Gap Report


Graphic Packaging International is a leading producer of folding cartons for the consumer packaging markets. We strive to attract, develop and retain a diverse and inclusive workforce and create a high performance culture to achieve our business goals. We are an equal opportunity employer with a compensation structure based on roles, responsibilities, skills and experience. All employees are recruited under this structure. An employee’s future earning ability depends on their individual performance, potential and career interests.

Employees are encouraged to develop their skills and progress in their careers. Any pay gap difference shown will be a result of differing roles and bandings. All employees in jobs in the same bandings are eligible for the same comparable rewards.

We will continue to monitor our gender pay gap and assess our results through the Year.

Mike Owens
Operations Director, UK


 

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Bardon
Leeds
Newcastle

Bardon

Graphic Packaging International is an equal opportunities manufacturing employer and offers an internal tiered salary structure, irrespective of gender. Internally we employ more men (79%) than women (21%), and have a spread of production and office employees of which are 261 production and 128 office.

We are driven by our core values that drive the success of the business and harness the benefits of a truly diverse and inclusive culture.

In 2018, the BPIF (British Print Industry Federation) reported that men accounted for 69% of the total print industry and women accounted for 31%, thus suggesting that the gender ratio has remained largely unchanged nationally.

We can use these results to assess:

  • the levels of gender equality in our workplace
  • the balance of male and female employees at different levels
  • how effectively talent is being maximised and rewarded.

The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.
Gender Pay Reporting requires our organisation to make calculations based on employee gender. Our results show that overall our gender pay gap is has Improved from 4.6% (Mean) in 2017 to 0.4% (Mean) in 2018. The majority of our print industry workers are male, something which we are inherently affected by and have little effect of changing. However, the Senior Leadership team is 66% female.

In respect of the control we have over our own internal staff, all trainees and internal vacancies are recruited for under the same structure and their earning ability depends on their success and career progress.

All internal employees are encouraged to grow and earn to their full potential. Any pay gap difference shown will be a result of differing roles & bandings, however all employees working in the same bandings will be earning the same rewards.

We strive to continually monitor our gender gap and will publish the results again in April 2020 as requirement of the government initiative into equal pay.

 

Mike Owens
Director, Operations UK

 
Gender Pay Results – Bardon


Leeds

Graphic Packaging International is an equal opportunities manufacturing employer and offers an internal tiered salary structure, irrespective of gender. Internally we employ more men (83%) than women (17%), and have a spread of production and office employees of which are 319 production and 108 office.

We are driven by our core values that drive the success of the business and harness the benefits of a truly diverse and inclusive culture.

In 2018, the BPIF (British Print Industry Federation) reported that men accounted for 69% of the total print industry and women accounted for 31%, thus suggesting that the gender ratio has remained largely unchanged nationally.

We can use these results to assess:

  • the levels of gender equality in our workplace
  • the balance of male and female employees at different levels
  • how effectively talent is being maximised and rewarded.

The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.
Gender Pay Reporting requires our organisation to make calculations based on employee gender. Our results show that overall, our gender pay gap has improved in our lowest paid area and bonus eligibility for females has increased. The majority of our print industry workers are male, something which we are inherently affected by and have little effect of changing.

In respect of the control we have over our own internal staff, all trainees, new internal staff are recruited under the same structure, and their earning ability depends on their success and career progress.

All internal employees are encouraged to grow and earn to their full potential. Any pay gap difference shown will be a result of differing roles & bandings, however all employees working in the same bandings will be earning the same rewards.

We strive to continually monitor our gender gap and will publish the results again in April 2020 as requirement of the government initiative into equal pay.

 

Mike Owens
Director, Operations UK

 
Gender Pay Results – Leeds
 


Newcastle

Graphic Packaging International is an equal opportunities manufacturing employer and offers an internal tiered salary structure, irrespective of gender. Internally we employ more men (82%) than women (18%), and have a spread of production and office employees of which are 302 production and 65 office.

We are driven by our core values that drive the success of the business and harness the benefits of a truly diverse and inclusive culture.

In 2018, BPIF (British Print Industry Federation) historical data shows that men accounted for 69% of the total print industry and women accounted for 31%, thus suggesting that the gender ratio has remained largely unchanged nationally.

We can use these results to assess:

  • the levels of gender equality in our workplace
  • the balance of male and female employees at different levels
  • how effectively talent is being maximised and rewarded.

The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.
Gender Pay Reporting requires our organisation to make calculations based on employee gender. Our results show that our overall gender pay gap is 19% while this area has not improved the gap has been closed from 53% (Mean) in 2017 to 11% (Mean) in 2018 for bonuses. The majority of our print industry workers are male, something which we are inherently affected by and have little effect of changing.

In respect of the control we have over our own internal staff, all trainees and new internal staff are recruited under the same structure and their earning ability depends on their success and career progress.

All internal employees are encouraged to grow and earn to their full potential. Any pay gap difference shown will be a result of differing roles & bandings, however all employees working in the same bandings will be earning the same rewards.

We strive to continually monitor our gender gap and will publish the results again in April 2020 as requirement of the government initiative into equal pay.

 

Mike Owens
Director, Operations UK

 
Gender Pay Results – Newcastle