Making top quality, great tasting pies, quiches and rolls has always been at the heart of what we do here at Higgidy, but having a fantastic team at the centre is what helps to us achieve this – keeping the trolley wheels turning, the shelves stocked and our bellies full.
It’s therefore important to us that each and every member of the Higgidy Team enjoys coming to work and playing an integral part of the Higgidy story. We’re always trying our best to make Higgidy an even better place to work and gender equality is something that is, and always has been, important to us.
People are one of the key ingredients of our Recipe For Responsible Business, and creating a diverse and inclusive workplace is an integral part of this. Amongst many other things, this means doing our very best to close the gender pay gap.
Higgidy are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
This involves carrying out six calculations using data from over the last year that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employees data.
We are required to publish the results on our own website (which you’ll find below) and a government website.
We can use these results to assess:
Further details about how we intend to tackle our gender pay gap can be found by talking to the People Team.
Our 2024 gender pay gap is –0.79%. This means that on average at Higgidy, women are paid slightly more than men. This is a fantastic improvement on our 2023 gender pay gap and we’re proud of the work we’ve done over the last twelve months to close the gap.
Following a successful and productive session with our teams around what it means to be a woman at Higgidy, we’ve prioritised ways we can offer more support around menopause. This included offering recommendations on useful apps and NHS advice, opening up conversations both at work and with healthcare professionals for anyone who needs it.
We’ve also introduced a scheme making free sanitary items accessible to all and focussed on ways we can increase female participation in our RISE mentoring scheme. RISE offers all members of staff at Higgidy the opportunity to reach new levels in their career by pairing them with a mentor to help create new career pathways across the business.
Developing our understanding what it means to be a woman in the workplace has also led us to prioritise ways we can offer more support for our teams, so this year we also introduced mental health first-aid drop in sessions. These are available to anyone at Higgidy who is struggling with their mental health.
To help us maintain this percentage, we’ll continue to prioritise equality, diversity and inclusion training and champion opportunities for our teams to develop and progress.
You can take a look at our 2024 results in full here.
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