EVG conduct their operations in an ethical manner ensuring that social, economic and environmental impact are all taken into account. Not only a custodian of the countryside - biodiversity, labour, regional sourcing, public health, sustainability, and supply chain integrity are all key considerations.
Crops are grown in accordance with quality assurance to assure consumers that the food has been produced in an environmentally responsible way, standards are adhered to, and that the product is safe.
“EVG takes a zero-tolerance approach to slavery and human trafficking. We are committed to ensuring that they do not take place in our business, and we take steps to ensure that they don't take place in our supply chain. These steps are monitored on a regular basis.
We are focussed on achieving a supply chain that is free from all forms of exploitation. We support workers to come forward to raise any concerns they may have, whether relating to their work, their colleagues, or otherwise. We expect our suppliers to echo our values, and support our efforts to ensure continued compliance. EVG conducts regular audits of our own operations and those of our wider supply chain to identify risks, improved awareness, and address any issues.
A senior Director has been tasked to champion ethical trading throughout our business. This ensures that this issue shall receive the attention and support of everyone at EVG, and we continue to remain a fair and rewarding place to work for all our staff, suppliers and customers.”
- Andrew Billé, EVG CEO
The gender pay gap is the difference in average earnings between all men and women in an organisation, regardless of their job roles. It is a series of calculations which is set out of by government.
Equal pay is different from the gender pay gap. Equal pay is to ensure men and women are paid equally for doing the same or similar roles, or work of equal value. The way the government has asked companies to report means that there may still be a gender pay gap even when pay is equal.
We are committed to providing equality of opportunity. We want to enable all of our staff to achieve and succeed irrespective of their gender, race, religion, age, sexual orientation or disability. Our policy is to pay all of our staff according to their roles and responsibilities, not based on their gender.
The pay quartiles show the gender distribution across four equally sized quartiles, each one containing around 97 employees.
The mean gender pay gap shows the difference between the average hourly pay for all men compared with women. The difference is shown as a percentage and a positive figure indicated that there is a pay gap with men earning more than women.
The median gender pay gap is if we were to rank our male and female employees separately, from lowest to highest paid, the middle paid employee is referred to as the median. The median pay gap is the difference between the male median and the female median, and is again, shown as a percentage with a positive figure also indicating that there is a pay gap with men earning more than women.
Under the regulations, we are required to calculate a gender bonus gap and must report on the difference in mean and median bonus pay and on the proportion of male and female employees who received bonus pay.
Analysis and results show a gender pay gap is due to the structure of the company. This is typical of the fresh produce industry, there are more men in senior roles than women.
Comparing the results with 2017, our mean gender pay gap has decresed by 2.5%. The number of female employees has increaed in the upper quartile by 8.1%. The business is continually committed to creating greater gender balance at all levels and will continue to address the difference in representation in senior roles within the company.