{"id":99897,"date":"2021-10-04T08:45:00","date_gmt":"2021-10-04T07:45:00","guid":{"rendered":"https:\/\/www.pbctoday.co.uk\/news\/?p=99897"},"modified":"2021-10-04T08:45:00","modified_gmt":"2021-10-04T07:45:00","slug":"gender-pay-gap-analysis","status":"publish","type":"post","link":"https:\/\/www.pbctoday.co.uk\/news\/hr-skills-news\/gender-pay-gap-analysis\/99897\/","title":{"rendered":"Laing O\u2019Rourke unveils latest gender pay gap analysis"},"content":{"rendered":"

Targets announced by Laing O\u2019Rourke<\/a> include an ambitious commitment to address gender balance and ensure equal numbers of men and women across the global staff population by 2033<\/h2>\n

The gender pay gap<\/a> target will create a more diverse and inclusive workplace<\/a> and enable the company\u2019s transformation to become the construction sector\u2019s recognised leader for innovation and excellence.<\/p>\n

In the UK, legislation requires the business to report on six measures of hourly pay across all UK employees (both weekly and monthly-paid) at a single point in time.<\/p>\n

For the 2020\/21 financial year, the measures were taken during the week of 1 April 2020 for our workforce and the month of April 2020 for salaried employees.<\/p>\n

Using the UK government\u2019s reporting criteria, the 2020 Gender Pay Gap report<\/a> shows that in April 2020, women\u2019s median hourly pay was 17.6% lower than men\u2019s (2019: 6.9%) and female mean hourly pay was 13.6% lower than men\u2019s (2019: 7.8%).<\/p>\n

This increase in the gap from 2019<\/a> has been driven by demographic changes to the composition of the company\u2019s directly-employed construction workforce (which is predominantly male) and the impacts of Covid on earnings amongst salaried staff.<\/p>\n

The data for this reporting period was influenced by the measures taken to build resilience and protect jobs at the start of the pandemic. During the month in which the data was taken (April 2020), employees on the monthly payroll experienced a temporary salary reduction of 20% to 30%, based on seniority. This reduced the monthly hourly rates for both men and women. At the same time, weekly paid workers (predominantly male) were less affected \u2013 as frontline construction work continued after only a short pause.<\/p>\n

Laing O\u2019Rourke is also committed to recruiting more women and providing additional opportunities for them to develop into senior roles \u2013 in line with our global commitment for 50-50 gender employment among staff by 2033.<\/p>\n

However, as previously noted, due to the reporting format in the UK \u2013 the impact of more females joining the business in early talent opportunities may actually widen the pay gap in some years.<\/p>\n

In the UK, the company\u2019s graduate intake this year was 56% male and 44% female, the Summer Industrial Placements cohort was 50:50, and the Professional Apprentices 2021 intake was 45% female. These are recruitment improvements that Laing O\u2019Rourke is committed to maintaining, acknowledging they may drive short-term increases in the UK gender pay gap.<\/p>\n

Commitment to equality by 2033<\/h3>\n

Josh Murray, droup people director, said: \u201cWe have committed to a 2033 benchmark where we will have equal numbers of male and female staff<\/a> within the business, and a new platform of\u00a0belonging\u00a0that shifts the style and inclusivity of how we, and our supply chain partners, operate our sites, projects and offices.<\/p>\n

\u201cOur action plans to attract and retain more women into our organisation continue to develop \u2013 and we can demonstrate significant improvements in our executive population, senior women on projects, and equality around entry-level talent. This has given us great energy to go further.<\/p>\n

\u201cThe Australia and Europe Hubs will continue to report on gender pay gap in line with the required metrics of the respective authorities.<\/p>\n

“We welcome the debate and the transparency, and will continue to demonstrate how the statistics are impacted over the long-term, within our unique, direct-delivery operating model.\u201d<\/p>\n

\n<\/div>","protected":false},"excerpt":{"rendered":"

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