GENDER PAY 23 - 24 - Flipbook - Page 6
| UNDERSTANDING THE GAP:
There is no single conclusive reason behind why there is a pay gap in our business, instead a
combination of factors. One primary factor is the challenge we encounter in attracting female
talent to the construction industry. This is represented particularly in our operations department,
which is where the larger part of our workforce is employed - representing 67.3% of our total
workforce many of whom occupy upper quartile. This department often commands higher pay
rates, in addition to shift premiums for unsociable hours, further increasing the gap.
Our annual bonus scheme, which grants all employees an individual performance bonus, has
been successful, with 90% of males and 96% of females meeting eligibility criteria this year,
this has seen an increase of 36% for females. However, it’s important to acknowledge that
the gender and bonus gap is in昀氀uenced by the pro rata calculation of bonuses for part-time
employees, the majority of whom (77%) are female. While this may widen the gap, it aligns with
our strategy of offering 昀氀exible working arrangements to support employees.
There are also still more men holding roles at the highest level within upper quartile, resulting in
men receiving, on average, a larger bonus amount per individual.
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