Gender Pay Gap Report

Beko plc’s Gender Pay Gap Report analysed the salaries and bonuses of male and female colleagues in the year to 4th April 2022.

The Company has a diverse multinational workforce with 308 colleagues on 4 sites in the UK on the day of reporting, spanning all business functions - Sales, Marketing, Operations, Logistics, HR, Finance, Field Service Engineers, and R&D.


Previous GAP

Gender Pay Gap based on hourly pay at Snapshot date 5th April 2022
* Hourly pay rates including base pay and allowances based on Annual / 365.25 days x 7 days / contractual hours

Mean Gender Pay Gap In Hourly Pay -9.2% -7.5%
Median Gender Pay Gap In Hourly Pay -18.9% -12.1%

Bonus Pay Gap

Mean Bonus Gender Pay Gap -8.0% -17.9%
Median Bonus Gender Pay Gap 0% 0%

Proportion of Men & Women In Receipt Of Bonus

Proportion Of Men Receiving Bonus 100.0% 92.9%
Proportion Of Women Receiving Bonus 100.0% 98.0%

Pay Quartile Ranges 2022
Proportion of Males & Females in each Pay Quartile

Male / Female Male / Female
Upper Quartile 67.5% / 32.5% 69.2% / 30.8%
Upper Middle Quartile 55.8% / 44.2% 55.1% / 44.9%
Lower Middle Quartile 77.9% / 22.1% 75.6% / 24.4%
Lower Quartile 71.4% / 28.6% 70.9% / 29.1%

Summary of 2023 Gender Pay Gap Report

  • The mean and median gender pay gaps which show a minus sign ‘-’ denote female averages currently ahead of male reflecting strong female representation at board and senior management level.
  • Whilst the historical gap between male and female pay fluctuates, Beko Plc aim to reduce differentials where possible. When looking at the proportion of males and females in each pay quartiles, the number of female staff has increased across the upper quartile measured.

Teresa Arbuckle, Managing Director of Beko Plc commented:

“As Managing Director, I believe strongly in a work environment that nurtures and rewards talent regardless of gender, ethnicity, belief, orientation, or background. The importance of gender equality is at the forefront of the minds of me and my leadership team, and we have made strides recently to continue to improve the way we work at Beko plc. ”

“As a result of Beko’s commitment to gender equality, women continue to demonstrate success in a wide range of leaderships roles alongside male counterparts. Our aim is to inspire colleagues irrespective of gender to take on higher positions and responsibility. Our Executive Board comprises a female Managing Director and a female Finance Director with 33% female representation at director level. Good news is our pipeline is even more robust, with 43% of middle and senior management positions filled by women.”

“We encourage a diverse team at Beko plc to help make our brands stronger and develop great products and services for our consumers. We believe in motivating all our colleagues, with 100% of people working at Beko plc receiving an annual bonus last year. In the latest report we have continued to see reductions in bonus differentials for men and women and the number of women in upper quartiles increasing. Our aim remains to achieve a level playing field on all metrics, with a target over time of reducing the gaps to as near zero as possible.”

“We have an established Diversity Equality & Inclusion Committee and a Women in Leadership group in the UK, with our dedication to gender equality echoed by our parent company Arçelik. Arçelik is a supporter of UNSDGs the United Nations Sustainable Development Goals and signatory of UNWEPs (United Nations Women’s Empowerment Principles). Arçelik is listed in the Bloomberg Gender-Equality Index 2023*. Additionally, our ultimate parent Koç Holding is an Award Winner on the Refinitiv Global Diversity and inclusion Index**.”

Teresa Arbuckle
Managing Director
Beko plc

Previous Statements: 2021 |2020 | 2019

* Bloomberg Gender-Equality Index 2023

** Refinitiv Global Diversity & Inclusion Index

Koç Holding (#82).