Taiko Foods Gender Pay Gap Report

Gender Pay Gap reporting is a legal requirement under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. All companies with more than 250 employees must report the percentage difference in average hourly earnings between men and women.

For the snapshot date of April 2024, Taiko Foods has published its gender pay gap results on both its own website and the Government portal. The report includes the following measures:

• The mean and median gender pay gap
• The mean and median bonus gap
• The proportion of males and females receiving bonuses

Taiko Foods Gender Pay Gap Results

Taiko Foods is a market-leading Japanese food manufacturer based in London, producing high-quality sushi, bentos, and food-to-go products. Our business is strengthened by the diversity of backgrounds, experiences, and identities that make up our team. We are committed to fostering an inclusive environment where everyone has the opportunity to succeed.

We are pleased to report significant progress in our 2024 results:

• Our median gender pay gap remains at 0%, reflecting pay parity at the mid-point of our organisation.
• Our mean gender pay gap has reduced significantly from 4.95% in 2023 to 1.7% in 2024.
• Our mean gender bonus gap has reversed from 42.5% in 2023 to -9.74% in 2024, indicating that, on average, female colleagues received higher bonus payments than male colleagues.
• Similarly, our median gender bonus gap has improved from 35.52% in 2023 to -25% in 2024.

These changes reflect the success of our targeted efforts to improve fairness in reward, recognition, and career progression across the business. While we are proud of this progress, we remain committed to building on it year after year.

Our Progress in 2024

We have continued to deliver on a number of initiatives designed to support women, remove barriers, and enable equal opportunity across the organisation:

• Completed a comprehensive salary benchmarking project across all job roles, helping ensure our pay structures are competitive, fair, and equitable.
• Enhanced maternity and parental leave pay to provide greater flexibility and support for families.
• Introduced wellbeing-focused policies including our Menopause Awareness Policy, Menstruation Awareness Policy, and Infertility Awareness Policy.
• Rolled out free menstruation products for all Team Members to promote dignity and wellbeing in the workplace.
• Internally promoted a significant number of female colleagues, building on our commitment to equitable progression.
• Ran a female-led leadership course, Face Forward, equipping participants with vital skills in leadership, communication, and career development.

An Inclusive Future

We also recognise that gender identity is diverse and personal. At Taiko, we strive to ensure all colleagues—regardless of gender identity—feel safe, respected, and supported at work.

Our Ongoing Commitment

We are proud of the clear and measurable progress we’ve made in 2024—particularly in reducing our mean pay gap and transforming our bonus pay outcomes. We will continue to take meaningful action to eliminate disparities and ensure that Taiko remains an inclusive, progressive, and rewarding place to work.

I can confirm the above is true and accurate. 

Richard Hodgson 
Chief Executive Officer 
Taiko Foods