Continuing to reduce our gender pay gap
We have narrowed our gender pay gap for the fifth year running, as revealed in our gender pay report for 2021/22, launched today.
The report shows a 1.9 percent decrease in our mean gender pay gap over the last year, and a 6.2 percent decrease in our mean bonus gap.
The statutory report, for UK organisations with a headcount of 250 or more people, looks at the difference between the average earnings of men and women across a workforce. It is not the same as equal pay, which is a legal requirement and means paying men and women performing identical work the same amount.
We continue to improve the gender balance of our business through proactive, targeted initiatives, particularly around how we attract and retain female talent. These initiatives include:
- making the wording of our job advertisements more inclusive
- relaunching our career returners programme to recognise and embrace the skills and experiences of those who have taken time away from work
- selecting diverse interview panels – recognising that first impressions count, and reflecting the diversity of the candidate pool we wish to attract
- developing female sponsorship routes throughout the business so that senior roles are open and accessible.
Our objective is to create an environment where everyone can succeed and as part of this we are continuing to promote flexible and hybrid working practices.
Later this year we will publish our first full inclusion report, our Commitment to Inclusion – which will include data on multiple strands of diversity in our organisation, along with more detail on how we will drive greater levels of inclusion through our initiatives.
Patricia Moore, UK Managing Director, said: “We are building significant momentum on our commitment to reducing the gender pay gap in our organisation, which is key to ensuring we have the range of talent to deliver the programmes of the future that will solve society’s big challenges.
The hard work has really only just begun though, and as an organisation in a male-dominated industry, it is important we take a leadership role in changing the face of the workforce.
"Not only is it the right thing to do, as construction continues to experience a skills crisis, it is a prerequisite for transforming performance on the UK’s projects and programmes that are critical to addressing regional inequalities and achieving our net-zero targets.
"That is why we are going further to prioritise inclusion in all its forms, and holding ourselves to account through a culture of transparency. We look forward to sharing more on this in our inaugural Commitment to Inclusion later this year.”