On 5 April 2024, The Glenmorangie Company (trading as MacDonald and Muir Limited) had 301 employees; these relevant employees were used to measure the gender bonus gap using bonus data from the previous 12 months. In accordance with the legislation, only employees who received their full pay during the pay period that includes the 5 April 2024 are used to measure the gender pay gap and pay quarter data. This meant that 7 women and 5 men were excluded because they were taking reduced-pay leave.
Of the remaining 289 full-pay relevant employees, 178 were men and 111 were women giving us a gender balance of ~61.6%.
Distribution of employees across our pay range
The chart below shows our gender balance followed by the gender distribution across the four quarters of the pay range (from highest to lowest pay).
The background shading shows our overall gender balance and allows us to see where we deviate from this balance in each quarter. We believe that any analysis should ultimately return to a discussion about the actual men and women that populate our pay range.
Gender pay gap
This table shows the mean and median percentage differences between the adjusted hourly rates paid to each gender.
Gender bonus gap
This table shows the mean and median percentage differences between the bonuses
paid to each gender in the preceding 12 months to 5 April 2024.
Summary
The Glenmorangie Company is committed to fostering an inclusive workplace and a positive employee experience. Our ongoing initiatives are designed to enhance inclusivity, contributing to a collaborative and supportive environment for all employees. While a welcome consequence is the reduction of the gender pay gap, our primary focus remains on creating a truly inclusive organisation.
We have implemented a range of initiatives focused on creating a more diverse and inclusive workplace:
Leadership Development
- Elevate Women in Leadership Programme: Nurtures the leadership potential of developing female talent to create connected and impactful leaders.
- Explorer Talent Development Programme: This programme focuses on nurturing and developing our future organizational leaders by building networking opportunities, providing development experiences, and growing individual skills required to explore and navigate the future.
Open Communication and Feedback
- "Our Voice" Employee Forum: This bi- monthly forum facilitates open communication between employees and senior Leaders (CEO and Head of HR), ensuring employee feedback is heard and acted upon in our pursuit of becoming the best employer in Scotland.
- We encourage transparency around opportunities and conducted annual pulse employee surveys. Each department has an action plan to tackle areas of development, including sharing stories of diverse career paths and journeys.
Training & Awareness
- Diversity & Inclusivity on Training: We provide comprehensive training to employees and managers on various topics, including unconscious bias, generational differences, overcoming the glass ceiling, imposter syndrome, LGBT+ awareness, and disability inclusion. Senior and middle management receive specialised training on conscious inclusion and neurodiversity, respectively.
Resources and Support
- LVMH Partnership: We leverage opportunities within our parent group, LVMH, through
participation in programmes like EllesVMH, which provides coaching and training for women, and other Moet Hennessy-led diversity and inclusion initiatives. - Internal Resources: Our internal People Management Portal offers a wealth of resources to support managers in effectively leading diverse teams.
- Menopause Advocates: A dedicated employee resource group of trained menopause advocates meets bi-monthly to develop and implement initiatives that support and educate managers, leaders, and employees experiencing peri- menopause and menopause.
Inclusive Policies & Practices
- Inclusive Policies: Our policies support employees' diverse needs with provisions such as one
month of unpaid leave per year for carers, enhanced parental leave, volunteering days, competitive annual leave (increasing with service), and a comprehensive sick pay policy. - Inclusive Recruitment: We have transformed our recruitment process to ensure inclusivity, with measures such as guaranteed interviews for qualified candidates with disabilities, anonymised CVs, diverse interview panels and shortlists, and mandatory inclusive recruitment training for all hiring managers.
Learning Culture & Talent Development
- We strive to have a Learning Culture where learning and development is core to our DNA, where you are supported and inspired to grow and can develop to your full potential. We have a performance management system called RISE which has 4 key pillars: Objectives, Impact, Development and Feedback. We understand that our employees' success is our shared success. We support everyone's career choices, through training, on-the-job experiences, and internal development opportunities.
- We conduct an annual succession planning exercise, reviewing progression opportunities within The Glenmorangie Company and the broader LVMH ecosystem.
Knowledge Transfer
- Our employees are passionate about the wonderful whiskies we make, and they are proud to
leave a legacy through their contribution. Knowing that our employees stay with us for a long
time, we have started to introduce knowledge experts to support in ensuring that critical
knowledge from our long serving members is not lost through retirement.
External Partnerships & Commitments
- Career Ready Initiative: We support the Career Ready initiative which helps us reach different
audience from different backgrounds within the local community to showcase the careers in the drinks industry that are available to young people. We supported 4 students in June 2024 from various schools in West Lothian on a 4-week paid internship. Their placement will follow the theoretical elements of the inductions our Modern Apprentices undertake, focusing on Health & Safety, Brand Awareness, Quality, Bottling/Production. We’ll also take them through practical skills to prepare them for the world of work, such as CV writing, interview prep and mock interview skills. - Young Person Guarantee & Developing Young Workforce: We’re also committed to ‘The Young Person’s Guarantee’ to ensure we continue to develop and work with our local community to create the best possible talent pipeline for a sustainable future. This is testament to the work we do with DYW (Developing Young Workforce) West Lothian; The Larder Cook School a social enterprise who support young people with additional barriers to improve their employability skills; our local schools; and colleges - James Young High School, St Margaret’s Academy, St Kentigern’s Academy and West Lothian College.
- Investors In People & Commitments: We achieved Platinum status with Investors in People, an accolade that only 2% of companies are recognised for. We are also menopause and disability committed employers.
Safety Culture
- The Glenmorangie Company are committed to the health, safety and security of our people,
contractors, and visitors as much as we are committed to ensuring our whisky is enjoyed for
another 200 years. We do this by implementing best practice policies, standards, and procedures to meet requirements of ISO45001. We create a culture where all foreseeable occupational injuries and illness are prevented, and we achieve a severe injury fatality rate of <1. Our management systems, based on the principles of continuous improvement, allow us to measure the implementation and performance of our commitments on our scope (from the
distilleries to freight we control, through all our sites), as well as regulatory compliance. We are committed to ensure availability of information and to provide the necessary resources to achieve our targets in all of our management systems. In terms of Health and Safety at Work, we are committed to making continual improvements in our Health and Safety procedure management and performance and will report on such. We engage with our employees regularly whilst training and motivating them to conduct activities in safe and responsible manner. We adopt responsible behaviour to ensure one's own safety and that of others while remaining vigilant and respecting the rules. In terms of Food Quality/Safety, we are working on strengthening the culture of Quality within our organisation to seek to attain a ‘right first time’ approach to manufacturing our product. In terms of sustainable development, our commitment also includes the environment and prevention of all forms of pollution. These commitments can only be fulfilled with the support of our employees and partners, which is why they will be communicated internally and externally.
Compensation & Benefits
- We have a very comprehensive and competitive benefits package which includes support from both a financial and wellbeing perspective. In 2024, we offered a 12-month programme offering financial advice across a number of topics, including Pension Planning and Protecting You & Your Family. We also introduced On Demand Pay this year. We continue to offer an attractive benefit offering which includes, private medical insurance (plus group income protection, Healthshield which covers routine medical costs, Gymflex, pension salary exchange, access to heavily discounted products from our company and our parent company and our company’s products and access to an Employee Assistance Programme and support via the Calm App. We benchmark our salaries annually to ensure that our pay in competitive in line with our industry in the local market.
- We also like to celebrate each other through a recognition programme unique to The
Glenmorangie Company, employees can nominate anyone, and all entrants are entered into a
monthly prize draw. At our recent all company events, we have celebrated ‘the stuff that people don’t see’ to acknowledge that we are all play a part in achieving our business goals.
Statutory confirmation
I confirm that the data contained in this report is accurate and has been calculated in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Emma Wilson
Head of HR