On 5 April 2025, The Glenmorangie Company (trading as MacDonald and Muir Limited) had 260 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 2025 are used to measure the gender pay gap and pay quarter data. This meant that 4 women and 4 men were excluded because they were taking reduced-pay leave.
Our overall gender balance in 2025 shows 61.2% men and 38.8% women, reflecting a continued opportunity to increase female representation, particularly in certain levels of the business.
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).
Across pay quartiles, representation varies. Women make up 44.4% of colleagues in the upper quartile and 41.3% in the upper-mid quartile, indicating a positive presence in senior and mid-senior roles. Representation decreases in the lower-mid quartile, where women account for 31.7%, before rising again to 36.5% in the lower quartile. While these figures show progress in some areas, they also highlight the need for continued focus on developing and progressing women and balancing representation across operational and production roles.
The mean gender pay gap is –3.5%, and the median gender pay gap is –10.7%, meaning women earn slightly more than men on average at both measures. This outcome is largely influenced by the concentration of women in certain roles and levels that attract different pay structures, as well as strong representation of women in higher paid specialist and leadership positions.
Gender Bonus Gap
Similarly, the bonus gap in 2025 shows a mean bonus gap of –27.0% and a median bonus gap of –95.8%, again indicating that women, on average, received higher bonus payments than men. Crucially, bonus participation remains consistently high across the company, with 97.5% of men and 98.0% of women receiving a bonus, demonstrating equity in access to performance-related reward.
These results reflect both the structure of our workforce and the impact of our ongoing work to support fairness, transparency, and equal opportunity. Through measures such as structured interviews, enhanced parental leave, and support for carers, we are committed to reducing barriers, encouraging diverse talent pipelines, and ensuring that all colleagues are recognised, rewarded, and supported equitably throughout their careers at Glenmorangie.
The Glenmorangie Company remains committed to building an inclusive, supportive, and empowering workplace where every colleague can thrive. Our strategy places equality, diversity, and inclusion at the heart of how we operate, reinforced through targeted initiatives such as comprehensive training on unconscious bias and neurodiversity, strengthened partnerships across the LVMH group, and a wide range of internal resources.
We continue to advance inclusive practices across the business. This includes implementing enhanced parental leave and dedicated support for carers, as well as transforming our recruitment processes to ensure fairness and broaden diversity. For example, we have introduced anonymised CV screening to minimise the potential for unconscious bias during early hiring stages, alongside structured interview approaches that promote consistency and transparency.
Our commitment extends beyond policy — focusing on creating a work environment that supports the whole person. We aim to promote financial wellbeing, health, and overall quality of life so every employee feels valued, supported, and equipped to succeed.
Caspar Macrae
President & CEO
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 organisational 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 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 Moët 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 audiences 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 followed the theoretical elements of the inductions our Modern Apprentices undertake, focusing on Health & Safety, Brand Awareness, Quality, Bottling and Production. We also took 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 are 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, 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 access to an Employee Assistance Programme and support via the Calm App. We benchmark our salaries annually to ensure that our pay is 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 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
On 5 April 2023, The Glenmorangie Company (trading as MacDonald and Muir Limited) had 304 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 2023 are used to measure the gender pay gap and pay quarter data. This meant that 6 women and 3 men were excluded because they were taking reduced-pay leave.
Of the remaining 295 full-pay relevant employees, 175 were men and 120 were women giving us a gender balance of ~59.3%.
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. This analysis shows us that only 5 men and 5 women would have to swap across the median line (between the upper middle and lower middle pay quarters) to achieve total balance — this is just over 1% of our entire population.
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 the 5 April 2023.
Summary
The Glenmorangie Company are not actively trying to reduce a pay gap percentage — rather this continuing work is designed to ensure the organisation becomes as inclusive as possible and continues to be a great place to collaborate and work. It's an added bonus that this progress is being reflected in the reducing pay gap figures.
Our employee forum "Our Voice" meets bi-monthly with the CEO and Head of HR to share employee feedback and engage in our ambition to be the best employer in Scotland.
We continue to create awareness on diversity and inclusion barriers, and train our employees and managers on Unconscious Bias, Generation Gaps, Breaking the Glass Ceiling, Imposter Syndrome, LGBT+ and disability. Senior managers and the Executive team have undergone conscious inclusion training, and middle management have undertaken training on Neurodiversity. We have an internal people management portal with a wealth of resources on how to support and manage diverse teams.
We are able to leverage opportunities within our parent group, LVMH; we participate in EllesVMH, a programme of coaching and training for women within the business, and Moët Hennessy-led diversity and inclusion initiatives.
We have an employee resource group of fully trained menopause advocates who meet bi-monthly to review and prepare initiatives across the business, supporting and educating managers and business leaders and those experiencing peri-menopause and menopause symptoms.
Our inclusive policies include one month unpaid leave per year for carers, volunteering days, time off to deal with household emergencies, 34 days annual leave (increasing with service) and 6 months full sick pay every year.
We changed our recruitment process to be inclusive — guaranteed interviews for those with disabilities that meet the minimum requirements, anonymised CVs, diverse interview panels, diverse shortlist of candidates, and training of all hiring managers on having an inclusive recruitment process.
Learning Culture & Talent Development
At Glenmorangie 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 have the opportunity to develop to your full potential. We have a performance management system called RISE which has 4 key pillars: Objectives, My 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 Flourish because:
- Everyone takes ownership to have a Personal Development Plan
- Great Development Conversations happen regularly to support your development
- Individuals take ownership for their learning
- Learning is accessible to everyone and supports their performance
- Talents are supported through access to career and development opportunities
We conduct an annual succession planning exercise reviewing the progression opportunities both within The Glenmorangie Company and our wider LVMH ecosystem. We encourage transparency around opportunities and have conducted a "have your say" employee survey. Each department has an action plan to tackle areas of development, including sharing stories of diverse career paths and journeys.
Modern Apprenticeship Programme
Training begins with a six-week intensive induction called 'Cask to Glass'. This immerses them in the brand and helps to grow their understanding of how the whole process operates, from distilling to the supply chain.
Spirits Operations Level 6 qualification gives our Modern Apprentices key technical skills with a huge focus on sustainability and transferable skills for the future. This includes digital skills, continuous improvement and great communication skills that support knowledge sharing and collaboration. Additionally, all apprentices must undertake the Institute of Brewing and Distilling certificate packaging qualification.
Since 2019 we have recruited 30 local people into our apprenticeship programme and to date we've achieved 85% retention with those apprentices going on to secure full-time Production Associate roles within the business.
Foundation Apprenticeships
We've worked closely with local colleges in West Lothian and support the Foundation Apprenticeship work experience programme. In 2023 we welcomed 2 Engineering Foundation Apprentices who joined us in our Bottling Facility for one week, spending time with our Production Associates and Engineers. Both presented back their experience at the end of their placement, sharing their achievements and highlights of their time with us.
We have seen the value of investing in this programme as one of the applicants went on to be successful in getting a place in our Modern Apprenticeship programme in July 2022 and has now secured a permanent position within the company.
Career Ready
We support the Career Ready initiative which helps us reach different audiences from different backgrounds within the local community to showcase the careers in the drinks industry that are available to young people. We supported 3 students in July 2023 from various schools in West Lothian on a 4-week paid internship, and have another 4 students joining us in June 2024.
Their placement will follow the theoretical elements of the inductions our Modern Apprentices undertake, focusing on Health & Safety, Brand Awareness, Quality, Bottling and 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 Persons Guarantee
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.
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.
We are currently working on a programme to map out the employee experience to understand both the pain points that employees may encounter and to create magic moments to support both their career and individual needs. Our culture is about creating moments of joy and we spend time coming together as a whole company and separately at site specific social events.
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 of 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 including private medical insurance, 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 access to an Employee Assistance Programme. We benchmark our salaries annually to ensure that our pay is 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 all play a part in achieving our business goals.
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.
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.
Maria Rooney
HR Director