Living Wage - update
In 2021 we started measuring our percentage
alignment to the Living Wage Foundation rates on
our website. The challenge for us has been that
pay for certain roles has been driven largely by
performance and productivity-related incentives,
which don't count toward Living Wage calculations.
We continue to measure on an annual basis. As at
June 2022, our data showed that the employee
population paid below living wage is less than 13%.
In 2022, we started a project which aims
to simplify the pay structures for a range
of roles in the business, raising basic pay
and reducing the reliance on allowances
and bonuses. This project is ongoing.
Rewarding in the right way
We participate in benchmark salary surveys, the
output from which enables us to measure our base
pay and total pay against the market rate. With
this insight we're able to identify areas of focus
and ensure that we're competitive in
how we reward our employees.
Rewarding responsible leadership
One of our stated objectives is to change the focus
for executive reward so that the bonuses of senior
leaders and commercial teams are dependent on
the successful achievement of ESG (Environmental,
Social and Governance) objectives. Currently,
alignment is inconsistent and this needs to change,
if we are to truly animate our desire to be a positive
force for change in our sector. We're aiming to
have implemented this by 2024, given that (at
the time of writing) in some areas our KPIs are still
being shaped e.g. emissions reduction targets. 11
bidfood.co.uk/sustainability
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Employee
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