Taiko Foods Gender Pay Gap Report
In compliance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, Taiko Foods is required to report its gender pay gap, detailing the percentage difference in average hourly earnings between male and female employees. This report includes both the mean and median gender pay gaps, the mean and median bonus gaps, and the proportion of male and female employees receiving a bonus.
For the snapshot date of April 2025, Taiko Foods has published its Gender Pay Gap results on both its corporate website and the Government portal. The key metrics reported are as follows:
The mean and median gender pay gap
The mean and median gender bonus gap
The proportion of male and female employees receiving a bonus
Taiko Foods Gender Pay Gap Overview
Taiko Foods is a market-leading Japanese food manufacturer based in London, producing high-quality sushi, bentos, and food-to-go products. Our workforce reflects a wide range of backgrounds, experiences and identities, and we are committed to maintaining an inclusive environment where everyone has the opportunity to succeed.
For April 2025, our mean gender pay gap is 5.88% (2024: 1.70%) and our median gender pay gap is 1.10% (2024: 0.35%). While this represents an increase compared to last year, our overall pay gap remains relatively low, and we continue to maintain a high degree of pay parity across the organisation.
As with many businesses, our gender pay gap is primarily influenced by the distribution of roles across the organisation, particularly at more senior levels. This is reflected in our upper pay quartile, where male representation is higher (72% male / 28% female). Improving representation at senior levels remains a key area of focus.
Our bonus data continues to reflect a broadly balanced position. A higher proportion of female colleagues received a bonus compared to male colleagues, and the median bonus gap is in favour of women. While the mean bonus gap shows a small variance, overall this indicates a consistent and equitable approach to variable pay across the organisation.
Over the past year, we have continued to focus on maintaining fair and consistent pay practices, supported by the embedding of our salary benchmarking framework. We have also seen continued internal progression across the business, including the promotion of female colleagues into more senior roles, helping to strengthen representation over time.
While this year’s results show some movement compared to 2024, we remain confident in the underlying strength of our approach and are focused on delivering sustained, long-term improvement through continued investment in progression, development and inclusive practices.
At Taiko Foods, we remain committed to taking practical, measurable action to ensure fairness in pay and opportunity, and to creating an environment where all colleagues can succeed.
We also recognise that not all individuals identify with their legal gender status and are committed to fostering an inclusive environment where all colleagues feel respected and supported.
| Pay Rate | Male | Female | Gap % |
| Mean Average (£p/h) | 14.57 | 13.71 | 5.88% |
| Median (£p/h) | 12.93 | 12.79 | 1.10% |
| Bonus | Male | Female |
| Received Bonus | 89% | 95% |
| Mean Average Gap % | 5.96% | |
| Median Gap % | -14.29% |
| Counts per quarter | Male | Female | Male % | Female % |
| Upper | 141 | 54 | 72% | 28% |
| Upper Middle | 92 | 104 | 47% | 53% |
| Lower Middle | 93 | 103 | 47% | 53% |
| Lower | 112 | 84 | 57% | 43% |
| Total | 438 | 345 | 56% | 44% |
I can confirm the above is true and accurate.
Will Human
European, Chief Executive Officer
Taiko Foods