GENDER PAYGAP REPORTING
The company is pleased to present it’s second gender pay gap report in 2021, for the relevant period ending with the ‘snapshot date’ 5th April 2020.
Pay structures in the business are fundamentally different for weekly paid site based workers and monthly paid staff; site based workers make up the majority of the workforce (>60%), and their pay structure includes significant enhancements for night work; overtime is regularly paid. Monthly paid (non-site) workers will not typically benefit from either of these pay enhancements, but are incentivised on performance using performance related pay/bonus. As females are more highly represented in our staff headcount than in our predominantly night based safety critical site work, this results in a mean ‘bonus gap’ that moves significantly in favour of females.
This is not a gender based gap, but rather a reflection of the composition of the workforce between site based and staff.
Notwithstanding the above, the company believes that it has a balanced and fair approach to employee remuneration, the business must do more to close the gender pay gaps, and in particular, ensure greater female representation at senior levels as part of that strategy, in order to ensure that equality of opportunity and fairness in pay remains embedded in the culture of the business both in recruitment and in promotion.
> Download our Gender Paygap Report 2021
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