From April 2017, all companies with 250 or more employees are now required to publish their gender pay gap. Employers have to publish the gap in pay between men and women on both a median basis (pay per hour based on the person ‘in the middle’ of the distribution of pay) and a mean basis (average hourly salary).
In addition, employers are required to disclose the distribution of gender by pay quartile – in other words splitting the workforce into four groups based on their pay, and showing the proportion of men and women in each group. Employers are also required to disclose percentages of employees receiving bonuses by gender and the gender gap on bonuses.
It is no secret that like many industries, the engineering and construction sectors suffer from female underrepresentation, which is particularly pronounced at senior levels.
This is something we are determined to address by attracting more women to the industry and supporting the development of more women into senior roles. If we fail to take proactive action, both as a company and as an industry, then we will all suffer as a whole. By attracting more women to the industry and supporting their development into senior roles, we can all realise the benefits greater diversity brings.
Empowering new ways of thinking from a wider talent pool will help tackle the skills crisis and enable modern day businesses to rise to today’s challenges. Although the industry is working hard to break down many barriers and perceptions which have held the sector back, we need to fasttrack this change.
Benchmarking is one way to help drive positive change, which is why we welcome the Government’s requirement for companies to publish their gender pay gap. While we recognise that closing the gender pay gap will take time and like so many have much more to do, we are committed to building a more diverse workforce.