The way we run our operations, how we treat our people, suppliers and partners, our impact on our local communities and the way we look after the interests of our customers are fundamental to how we operate. We do not only consider that working in this way is the right thing to do, but that it is essential for growing a sustainable and responsible organisation.

In addition to supporting the community efforts of our team, which includes charity work and fundraising, we also place considerable importance on our environmental responsibilities.

Owen Mumford aims to be a leader in environmental stewardship for present and future generations. That is why our environmental vision is an integral part of our strategy, sitting alongside our corporate and financial goals.

SGS ISO 14001 System CertificationWe have developed an environmental management plan, which meets the criteria of ISO.14001:2004, incorporating long-term goals to ensure that, as our business grows, our environmental activities also evolve.

To learn more about our approach to Corporate Social Responsibility and the Environment please read our corporate brochure from the link below.

Owen Mumford Ltd 2017 Gender Pay Gap Report

From April 2017, new regulations have required all UK companies, employing 250 people or more, to report the following gender pay gap information on their own website and on the government gender pay gap website:

  • Gender pay gap (mean and median figures)
  • Gender bonus gap (mean and median figures)
  • Proportion of men and women in each quartile of the organisation’s pay structure
  • Proportion of men and women receiving bonuses

As an employer, that believes strongly in equal opportunities for all, we fully support this step and the intention of the regulations to help address the gender pay gap that currently exists in the UK.

Owen Mumford is proud to be an industry leader with over six decades of experience in the markets in which we operate. We believe our sustained growth and global market position has been achieved with a diverse workforce, covering individuals of different ages, backgrounds, nationalities and gender.

We will continue to pursue strategies to maintain the diversity of our workforce, including through our equal opportunities policy and by continuing to promote and develop our family friendly policies. The future of our business depends on recruiting and retaining the best talent and we recognise the need to provide opportunities to build a successful career within Owen Mumford that are equally attractive for both men and women.

The Results

  • Difference between the mean pay of men and women 8.9%
  • Difference between the median pay of men and women 14.0%
  • Difference between the mean bonus pay of men and women 69.4%
  • Difference between the median bonus pay of men and women 0.0%
  • The proportion of men who receive bonus pay 93.0%
  • The proportion of women who receive bonus pay 89.7%

 

 

Gender Pay Quartiles Graph

 

 

 

 

 

 

 

 

 

 

As required under the regulations, I confirm the above data is accurate.

Gavin Jones

Group Finance Director

 

Links to additional information: