Gender pay gap shows the difference in average earnings for all of our male employees compared with all of our female employees across the whole Group. It is expressed as a percentage comparison between men’s and women’s average hourly rates of pay.
We are also required to report on issues such as the proportion of men and women employed at different pay bands (‘quartiles’) in the Group, and bonus payments.
Gender pay gap is not to be confused with equal pay. Equal pay means that individual women and men must get the same pay for doing equal work. The right to equal pay has been an individual contractual right under UK law since the 1970s.
Keltbray compares favourably with the construction sector in terms of gender pay gap (with a mean gender pay gap of 32.36%, compared to an industry average of 45%), but recognises that we still have to do more to improve. There has been an historic struggle to recruit and retain enough women entering the sector.
A large proportion of the Group’s workforce is men (87%). As a consequence of this historic uneven gender distribution, Keltbray like many others still has more men in senior positions. This has in turn led to a wider gender pay gap overall; shown in the table below:
|% Split of
Average earnings for men at Keltbray are higher, although there are pockets within Keltbray where women are paid more. However, we are determined to close any gap, although it is a challenge that there are significantly fewer women than men attracted into our business by the very nature of some of the physical work that we do on sites.
While the analysis shows that women are paid up to 5.5% more than men in one of the pay band quartiles, we need to address pay distribution in the round.
|% Split of
In terms of annual bonuses; men are paid on average 87% more than women across the Group, although interestingly only 38% of men received a bonus compared to 75% of women. This reflects the fact that a majority of the company’s female employees are office-based in predominantly administrative and managerial roles, whereas the bulk of our operative and supervisory workforce are male, weekly paid, and so do not receive a bonus.
|% Split of Gender
Receiving a Bonus
WHAT WE ARE DOING ABOUT IT
This benchmarking exercise enables us to understand factually where we are at, and illustrates that we have to do more to improve.
Keltbray has made some progress towards balancing its workforce with one third of the Group’s business units now employing up to 50% women in the lower pay quartiles. We intend to build on this good start by adopting a more focused approach to recruitment, retention and development, including considering new working practices. Combining this with time and experience, we aim to make positive changes and use this reporting process to develop a clear strategy for addressing, where we can, the particular issues that have led to these gender and pay gap imbalances and balanced working practices.
Keltbray is also championing the profile-raising of existing female role models to bring more women into construction, and have ramped up its STEM Ambassador programme to help promote construction to pupils and students as a rewarding and sustainable career path for women and all.