GENDER PAY 23 - 24 - Flipbook - Page 3
Appointed to my role as HR Director in 2022, I recognise the challenges our business encounters working in
an industry traditionally dominated by males. It is evident from our Gender Pay Gap report that women are
underrepresented within our business, and this is something I have been passionate to improve. To address
the gender imbalance on a long-term basis, it’s crucial to attract more women at various levels throughout the
business.
As a growing business we are continuously reviewing our bene昀椀ts and policies. In 2021, recognising the essential
impact our female workforce has on the business, we introduced a maternity package to support parents with
enhanced pay and a return-to-work bonus. We also continue to advocate for 昀氀exible working arrangements,
acknowledging diverse priorities and promoting work-life balance.
We are passionate about attracting, developing and creating opportunities for women to advance in their career
and continually evaluate our ways of improving our workforces experience, through our continuous assessment
we introduced female PPE and apparel ranges. In addition, our commitment to equal pay for equal work is
supported by regular pay analyses.
Throughout my time working for Toppes昀椀eld, improving our peoples employment experience has been my priority.
Our workforce is the driver of our success, and we aspire to be an employer of choice. Providing a purposeful
place to work is essential in recruiting and retaining the right talent, with a wide range of knowledge and skillset.
Whilst we are proactive in the approach we take to increase the diversity of our workforce, our principle of hiring
the best person for each role remains unchanged.
Chantelle Woodward
HR Director
It is vital now more than ever that we continue to monitor our recruitment strategies and engage in the educational
sector to attract diverse talent to our business, ensuring we provide an inclusive culture where our employees are
engaged, developed and champion equal opportunities for progression. In support of this commitment, we will
introduce our ToppLeader programme, a three-tiered programme aimed at supporting our existing management
in our business, alongside our Management Fundamentals courses that open up advancement opportunities for
aspiring individuals.
The commitment for our Board of Directors and wider management team extends beyond gender, the principle
focus has and will continue to be the investment in our people. We are committed to continue to build on our
initiatives and are con昀椀dent the progress we are making will not only reduce our Gender Pay Gap but foster an
environment that is transparent, fair and supportive for all our employees.
TOPPESFIELD LTD | GENDER PAY GAP REPORT 2023
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