FINNING UK GENDER PAY GAP REPORT 2017.

Transcription

1 FINNING UK GENDER PAY GAP REPORT 2017.

2 Message from Scott Thomso Presidet & CEO Fiig Iteratioal Ic. Fiig globally is committed to buildig a iclusive workplace where ay idividual regardless of ethic backgroud, sexual orietatio, geder, or age ca thrive. Diverse thoughts, experieces ad perspectives are key to our future growth ad success. We eed to foster a iclusive eviromet where all employees feel like they ca cotribute i a meaigful way. While this has always bee the right thig to do, research cofirms that diversity ehaces busiess performace. That s why we ve embedded iclusio ad diversity i our busiess strategy. From buildig iclusive traiig ito our global leadership developmet programmig to icreasig geder diversity i all regios, we cotiued to make strides o our iclusio jourey i While there is more to do, we saw a 3% icrease i the iclusio idex of our aual employee opiio survey a sig of progress. Our focus i respect of geder pay gap is also global, ad although this report calls out some of the activities i our UK operatios, similar discussios are takig place i our Caadia ad South America operatios as part of our global commitmet to iclusio & diversity. Thak you for your iterest Scott Thomso Presidet & CEO Fiig Iteratioal Ic. PAGE 1

3 Message from Lye Smith HR Geeral Maager The UK govermet itroduced madatory reportig for compaies with 250 or more employees, with April 2017 beig the effective date of the first reportig period. We welcome the opportuity to reflect o our results, how we move forward ad the coversatios with employees this data will geerate. While our pay gap is similar withi our idustry, we kow we ca ad must act to brig this disparity dow, eve if the gap is due i part to societal orms. Chage does ot happe without takig the first step. We will be thoughtful i the actio plas developed to close our gap through policies valued by ALL employees, regardless of geder. We eed to focus o actios that will produce chage i a meaigful, sustaiable ad positive way. We have already started to lay the foudatios of positive chage. We are proud of the progress made o our iclusio ad diversity strategy, with roll out of programmes plaed throughout We have also developed a STEM Ambassador programme, which is discussed further i this report. Icreased recruitmet of wome ito maagemet ad leadership roles is a priority for Fiig, ad we have made progress i this area over recet times. We are committed to this jourey, oe we are all o together. Lye Smith HR Geeral Maager Fiig (UK) Ltd PAGE 2

4 What is the Geder Pay Gap The geder pay gap measures the differece i the average pay of me ad wome across the etire orgaisatio, expressed as a percetage of me s earigs. This is differet tha equal pay, which measures the pay differeces betwee me ad wome who carry out the same jobs, similar jobs or work of equal value, which is ulawful to do. All orgaisatios with 250+ employees are required to report: Mea ad media geder pay gap (ordiary pay) Mea ad media bous gap (bous pay) Percetage of males ad females receivig a bous Percetage of males ad females i each pay quartile Ordiary pay icludes basic pay, allowaces, pay for piecework, pay for leave ad shift premium pay. It oly icludes moey paymets. Ordiary pay does ot iclude pay related to overtime, redudacy or termiatio of employmet, pay i lieu of aual leave or pay which is ot moey. Bous pay icludes aythig that relates to profit sharig, productivity, performace, icetive ad commissio. This must be received i the form of cash, vouchers, or securities. Log service awards with a moetary value (cash, vouchers or securities) are also icluded. Pay Quartiles are calculated by dividig the relevat workforce ito four equal pay bads ad the calculatig the percetage of males ad females icluded i each quartile. This is ot to be cofused with the pay rages that Fiig uses. PAGE 3

5 Geder Pay Gap Measures Calculated Usig Two Types of Averages Mea average Addig up all of the umbers ad dividig the result by how may umbers are i the list. This is useful because it places the same value o every umber used, givig a good overall idicatio of the geder pay gap. It ca be skewed by relatively large or small values NUMBER OF FEMALES = MEAN FEMALE AVERAGE PAY = MEAN MALE AVERAGE PAY NUMBER OF MALES Media average Listig all of the umbers i umerical order ad fidig the middle value. This is useful because it idicates what the typical situatio is ad is ot skewed by the large or small values. It ca however, hide a geder pay gap issue. = MEDIAN FEMALE AVERAGE PAY = MEDIAN MALE AVERAGE PAY The gap is the percetage differece betwee the two values for each similar average PAGE 4

6 Fiig s 2017 Results (Data effective April 4, 2017) Employees i the UK 1,280 Geder Pay Gap - Ordiary Pay 84% 16% Mea 21.0% Media 17.3% Natioal 18.4% Geder Pay Gap - Bous Mea 31.8% Media 43.7% Bous Pay - Percet Receivig Pay Quartiles Proportio of Males ad Females by Quartile 32% 25% Fourth Quartile 89% 11% Third Quartile 91% 9% Secod Quartile 88% 12% First Quartile 65% 35% 20% 40% 60% 80% 100% Male Female PAGE 5

7 What Does the Data Mea to Fiig Females by Role Level Breakdow Maagers: 13.5% Seior Leadership: 0.5% Service: 0.5% The largest cotributor to our pay gap is the ratio of me ad wome i our workforce. Similar to may orgaisatios i our sector our workforce is male domiated 84% of our total populatio. We eed to see more females i our egieerig ad service roles. Today, oly a hadful of our Workshop ad Field Egieers are wome hece our ivolvemet i promotio of STEM i schools. Me hold more of the seior roles ad wome hold more of the roles i the staff/admiistratio area, which are maily foud i the first quartile (35%). This results i mea ad media earigs beig higher for me. Executive roles do ot have large populatios or high turover Eligibility for bous programmes impacts our pay gap. The females i the first quartile are predomiatly i staff/ admiistratio positios ad do ot attract icetives, bous paymets or commissios. Staff: 85.5% Total female populatio was 214 Elemets of our compesatio policies impact our pay gap. We use pay bads to determie base salary. These bads are impacted by fuctio, job level ad market rates. Differeces i the market, by role, result i differet levels of pay. The more seior roles, by their ature, are paid higher. With these roles beig held largely by me, the pay gap will be impacted. Lack of females i certai disciplies cotributes to the predomiatly male workforce. We have a large populatio withi the field of egieerig, which is historically a male occupatio. We eed to ecourage wome to joi this area of the workforce, which will reduce our pay gap. PAGE 6

8 Our Actio Plas 1. BRING OUR INCLUSION AND DIVERSITY STRATEGY TO LIFE We have worked hard over the last two years to build our global I&D strategy. Our log terms goals iclude: Icreasig female participatio - both i our leadership raks ad overall employee umbers Idetifyig ad reducig ucoscious bias i our culture ad work practices Every Fiig employee has a role to play i buildig a more iclusive culture. I support of our strategy, we are all beig asked to make a commitmet to make Fiig a more iclusive ad diverse orgaisatio. We ll start with small chages that have a positive impact for our team ad stakeholders. We have created a I&D Coucil that meets quarterly to discuss challeges, solutios, ideas, learig ad egagemet. Workshops o ucoscious bias have bee held, raisig awareess of the behaviours we egage i. These sessios also helped to gai buy i for programmes curretly uder developmet. We are excited to see them rolled out over the ext year. 2. RECRUITMENT We are workig to develop & refie iclusive recruitmet practices globally at Fiig. I the UK, we created a i-house recruitmet team i 2017 to esure our Iclusio & Diversity strategy is embedded withi our recruitmet practices. Practices iclude the itroductio of geder diverse recruitmet paels ad requiremets for geder diverse shortlists. 3. GENERATE FEMALE INTEREST IN THE ENGINEERING FIELD With oly 9% of egieers i the UK beig female, there is a large, utapped populatio that should be egaged. That is where our STEM Ambassador program comes i. Our strategy is to target both males ad i particular females at schools ad colleges to attract them to a career i egieerig with Fiig by deployig voluteers (STEM Ambassadors) from across the busiess to talk to people about the career possibilities i our idustry. The overall goal is to icrease the umber of wome i the egieerig field. PAGE 7

9 4. WORKFORCE PLANNING Our populatio is male domiated ad we eed to shift the scales by icreasig the umber of females i the orgaisatio. It s ot oly egieerig where we wat to focus our attetio. Opportuities to improve diversity across all areas, icludig maagemet, sales ad operatios exist, ad we have specific plas i all of these areas which we believe will drive improved busiess results as well as help close the pay gap. By developig a deep uderstadig of our workforce eeds i the immediate ad log term, we will be able to determie how best to meet our goals (staff our operatios), whether through successio plas ad developig our curret workforce or through recruitmet ad fidig the ecessary skillsets immediately. 5. COMPENSATION PROGRAMMES Through 2018 ad 2019, we will look at ways to remove bias from our compesatio programmes. Some key areas to focus our efforts iclude: The developmet of more robust guidelies ad compesatio policy admiistratio practices. Puttig these guidelies i place will provide stroger ties to the I&D strategy ad reiforce our commitmet as a orgaisatio to closig the gap. Review our aual salary adjustmet programme guidelies. We wat to esure our defied budget is applied to employees i a meaigful way. By lookig at how we differetiate performace ad the correspodig icreases, we ca focus our ivestmet where eeded. 6. REVIEW HR POLICIES AND PROGRAMMES We have ehaced our flexible workig programmes over recet years ad have bee ecouraged by the icreased take-up we have see. We do believe however that these arragemets should be reviewed o a regular basis to esure they provide the flexibility to support all employees, regardless of geder. These actio plas are log term i ature ad we realise impactig our geder pay gap will take time. We wat to do the right thigs for our employees i order to make Fiig a employer to be proud of ad we believe we are o the right path. I our 2017 aual employee opiio survey, 68% said they were proud to work at Fiig ad 65% felt they were supported ad ecouraged to develop their careers. We will use this solid foudatio ad cotiue to build a eve better Fiig. PAGE 8

10 ALL EMPLOYEES, DESERVE TO WORK IN AN ENVIRONMENT THAT IS SUPPORTIVE OF THEIR INDIVIDUAL CIRCUMSTANCES. We cofirm the data reported is accurate. Kevi Parkes Maagig Director, Fiig UK & Irelad Lye Smith HR Geeral Maager, Fiig UK & Irelad