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Social Impact

We not only make sure our employees receive unparalleled training and equal opportunities, we also improve the communities where we operate.

We help enhance the living conditions of our employees and their families, and consistently give back to the places that give so much to Mainetti.

Our corporate social responsibility efforts are as broad as our reach, and include sponsorship and volunteer activities. We fund raise for hospitals and schools, and coordinate with aid agencies and local authorities on global projects.

Mainetti’s Corporate Social Responsibility Partners

  • Al-Farid Orphanage
  • Amar Down Association
  • Amparando
  • ASCO
  • Association TOFD
  • Backpacks for Success
  • Canadian Heart & Stroke Foundation
  • Center for Hope & Safety
  • Centre Communataire Hochelaga
  • Decathlon for “World Clean-up Day”
  • Doddie’5 Ride
  • Ermida Kastelo School
  • Foundation Tomillo
  • Gene Lester House
  • Habitat for Humanity
  • Heiyanthuduwa Raja Maha Viharaya
  • Hoa Mai Orphanage
  • House of Hahee
  • KKEV
  • La Nostra Famiglia
  • Larencce Charitable Trust
  • Leergeld
  • Notre Maison
  • Participation in “Red Nose Day”
  • Participation in the “520 Charity Run”
  • Peizhi School
  • Pertubuhan Kebajikan cheng En
  • Ronald McDonald House
  • Yoshida International School


Gender Pay Gap

Mainetti (UK) Limited 2017 to 2018 Gender Pay Gap Data

Mainetti’s philosophy is to fairly compensate all employees for their contributions to the Company, with a focus on pay market data, relevant experience and performance when setting compensation rates. Staff, both male and female, who do the same work are paid the same wage. Our gender pay gap is influenced by the salaries and gender demographics of our engineering and logistics staff who are predominantly male and their higher salaries relative to other roles and the relative number of males in senior positions. This increases the average pay for our male employees.

Difference in mean hourly rate of pay

Difference in median hourly rate of pay

Difference in mean bonus pay

Difference in median bonus pay
Percentage of employees who received bonus pay
Male: 3.6%  |  Female: 1.6%

Employees by pay quartile

Upper quartile
Male: 56.2% | Female:43.8%

Upper middle quartile
Male: 49.8% | Female: 50.2%

Lower middle quartile
Male: 50.0% | Female: 50.0%

Lower quartile

Male: 50.2% | Female: 49.8%

Pay data is for UK employees from the snapshot date that includes the pay period including 5th April 2018, as specified by UK regulations. There were 345 relevant employees and 340 full pay relevant employees included in the calculations.

Confirmed as accurate by James Hutchison, Managing Director – April 2019.



Slavery Statement

Preventing Hidden Labour Exploitation

Mainetti UK Ltd commits to developing and adopting a proactive approach to tackling hidden labour exploitation.
Hidden labour exploitation is exploitation of job applicants and workers by third party individuals or gangs other than the employer or labour provider including rogue individuals working within these businesses but without the knowledge of management. It includes forced labour and human trafficking for labour exploitation; payment for work-finding services and work-related exploitation such as forced use of accommodation. It is understood that it is often well hidden by the perpetrators with victims, if they perceive of themselves as such, reluctant to come forward.

This policy is applicable to all offices and operations within the Mainetti UK Ltd group, inclusive of Jedburgh, Wrexham, Hull and London.

Overall responsibility for this policy, training and updates and auditing of this policy to ensure the policy commitments are upheld is that of Rebecca Burrows, HR Manager. In our commitment to the Preventing Labour Exploitation HR Policy, site managers, Mikolaj Pietrzyk and Graeme Purves are trained and tasked with the responsibility of upholding the Stronger Together HR Policy at a local level.

Mainetti UK shall:

  1. Accept that job finding fees are a business cost, and will not allow these to be paid by job applicants. The Company will not use any individual or organization to source and supply workers without confirming that workers are not being charged a work finding fee.
  2. Ensure that all staff responsible for directly recruiting workers are trained to be aware of issues around third party labour exploitation and signs to look for and have signed appropriate Compliance Principles.
  3. Ensure that labour sourcing, recruitment and worker placement processes are under the control of trusted and competent staff members.
  4. Adopt a proactive approach to reporting suspicions of hidden worker exploitation to the Gangmasters Licensing Authority and police.
  5. Provide information on talking Hidden Labour Exploitation to our workforce through workplace posters and induction.
  6. Encourage workers to report cases of hidden third party labour exploitation, provide the means to do so and investigate and act on reports appropriately.
  7. Positively encourage and support employees and agency workers to report such exploitation which may be occurring within their communities by providing detail for Migrant Help at induction and on posters around the factory as well as making all staff aware of their trusted manager.