Established in 1979, LWC Drinks Ltd has grown from a small start up to the “fastest growing privately owned drinks company in the UK."

We consider our success the product of our philosophy; not to sell brands on behalf of brand owners, but to buy on behalf of our customers. With over 40 years of experience, 9,000 on-trade customers and employing 1,000 members of staff, we pride ourselves on providing the best possible service available in the industry through every facet of our business, and making a real difference.

At LWC, we value our employees and place a great emphasis on creating an encouraging and supportive working environment with equal opportunities of progression for both male and female employees. We offer training and development programmes across the business, with both management training courses and support in achieving role specific qualification across all areas of the business.

Whilst the Company does have a naturally high intake of male employees in the large operational, distribution side of the business, as a whole, we are very pleased to report that for Ordinary Pay, our Gender Pay Gap is 1.0%, which is significantly lower than the national average of 18.4%.

This is the Gender Pay Gap report for LWC based on the snapshot date of 5th April 2018.

Bonus Payments

This includes any bonuses or commission paid to employees at the snapshot date of 5th April 2018. The results show that the proportion of females receiving a bonus was higher than the proportion of men receiving a bonus, however the difference in the mean and median bonus pay will be reflective of the fact that bonuses are paid at various stages throughout the year depending on the role and in accordance with KPI’s. Within each role receiving a bonus, LWC Drinks ensures an equal bonus entitlement across male and female employees.

Pay Quartiles

LWC Drinks has a consistent gender pay gap within each quartile band based upon ordinary pay. Due to the business being predominantly distribution based, many of the warehouse and driver roles are male dominated professions. In addition, many of the senior depot manager roles are male due to the progression from warehouse positions within the Company. This would largely explain why at each ordinary pay quartile there is a significant gender pay gap.

LWC Drinks Ltd proactively works to encourage equality in the workforce and offers varied training and development opportunities for both male and female employees to progress within the Company. We continue our work in ensuring that pay is paid equally and appropriately for the role carried out and utilise our gender pay gap results to further encourage equality.

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