Ccl Label Limited

United Kingdom · 500-999 · www.avery.co.uk/corporate-responsibility

Reporting year: 2024

Mean pay gap

23.9%

23.9%in favour of men

Median pay gap

25.1%

25.1%in favour of men

Bonus gap

88.1%

88.1%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

13.2%

86.8%

Upper middle

19%

81%

Lower middle

35.5%

64.5%

Lower (lowest paid)

65%

35%

women men

Mandatory UK gender pay gap report, snapshot year 2024 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2023

Mean pay gap

25.1%

25.1%in favour of men

Median pay gap

23.3%

23.3%in favour of men

Bonus gap

67.4%

67.4%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

12.5%

87.5%

Upper middle

23.5%

76.5%

Lower middle

39%

61%

Lower (lowest paid)

58.8%

41.2%

women men

Mandatory UK gender pay gap report, snapshot year 2023 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2022

Mean pay gap

24.7%

24.7%in favour of men

Median pay gap

22.4%

22.4%in favour of men

Bonus gap

50.4%

50.4%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

16.8%

83.2%

Upper middle

20%

80%

Lower middle

35.4%

64.6%

Lower (lowest paid)

58.5%

41.5%

women men

Mandatory UK gender pay gap report, snapshot year 2022 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2021

Mean pay gap

25%

25%in favour of men

Median pay gap

20.8%

20.8%in favour of men

Bonus gap

71.7%

71.7%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

15%

85%

Upper middle

21%

79%

Lower middle

34%

66%

Lower (lowest paid)

57%

43%

women men

Mandatory UK gender pay gap report, snapshot year 2021 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2020

Mean pay gap

24.1%

24.1%in favour of men

Median pay gap

20.8%

20.8%in favour of men

Bonus gap

75.9%

75.9%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

15.8%

84.2%

Upper middle

20.3%

79.7%

Lower middle

30.1%

69.9%

Lower (lowest paid)

56.4%

43.6%

women men

Mandatory UK gender pay gap report, snapshot year 2020 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2019

Mean pay gap

24.7%

24.7%in favour of men

Median pay gap

22.9%

22.9%in favour of men

Bonus gap

87.3%

87.3%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

14.2%

85.8%

Upper middle

19.7%

80.3%

Lower middle

26%

74%

Lower (lowest paid)

53.2%

46.8%

women men

Mandatory UK gender pay gap report, snapshot year 2019 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2018

Mean pay gap

27.3%

27.3%in favour of men

Median pay gap

19.6%

19.6%in favour of men

Bonus gap

75.1%

75.1%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

13.2%

86.8%

Upper middle

24%

76%

Lower middle

28.1%

71.9%

Lower (lowest paid)

49.2%

50.8%

women men

Mandatory UK gender pay gap report, snapshot year 2018 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2017

Mean pay gap

23.8%

23.8%in favour of men

Median pay gap

18.8%

18.8%in favour of men

Bonus gap

78.5%

78.5%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

14.9%

85.1%

Upper middle

24.6%

75.4%

Lower middle

33%

67%

Lower (lowest paid)

44.8%

55.2%

women men

Mandatory UK gender pay gap report, snapshot year 2017 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service