Turner & Townsend UK gender pay report making the difference

Transcription

1 Turner & Townsend UK gender pay report 2018 making the difference

2 Introduction to our UK gender pay report 2018 Gender Equality is one of the United Nations Sustainable Development Goals and is a key priority for our business. This is because we recognise that gender balance is a business and economic imperative. We are committed to creating an inclusive workplace, building a positive culture of empowerment and respect wherever we work. Being a global business, we have embraced diversity as one of our core strengths. 25.2% down 0.8% 25% down 0.7% In our UK business we have seen a 0.8% reduction in our pay gap and a 11.3% reduction in our bonus gap from 2017 to 2018 across Turner & Townsend as a whole. A reduction is also demonstrated in both of our reportable entities (Turner & Townsend Project Management Ltd & Turner & Townsend Cost Management Ltd). These figures are available in the appendix at the end of this report, showing improvement from our position last year. The gender pay gap is the percentage difference between the average hourly earnings of men and women across an entire business, irrespective of role or seniority. This differs from equal pay, which means that men and women performing equal work are paid the same. 28.9% down 11.3% 30% down 3.3% Turner & Townsend - UK gender pay report

3 Analysis of our gender pay gap Like others in our industry, our gender pay gap is influenced by a lower number of females than males within our UK business, particularly at senior levels where higher pay and bonus payments apply. We are pleased that in 2018, whilst the overall ratio of male/female has remained the same, the proportion of women in our top pay quartile has increased by 1.5%. 87% 13% 75.8% 24.2% 64.5% 35.5% 54.1% 45.9% Turner & Townsend - UK gender pay report

4 Our continued commitment to closing the gap In our 2017 report we published a roadmap for the next three years. We have made good progress over the last 12 months, which is clearly reflected in our results, but the work has just begun. Our focus is to build on the positive momentum of 2018, supporting the promotion of women into senior positions and continuing to promote both Turner & Townsend and the construction industry as a whole, as an attractive choice for females at all stages of their career. Set and communicate specific gender targets to help accelerate the pace of change. We have set and communicated a target of a 60:40 ratio of males to females across the company, globally, by Targeted career development initiatives for our females to help them realise their full potential. We re investing in initiatives, such as live hosted events with UK Managing Director, Patricia Moore and our external business coach, to provide career advice and guidance to support progression. 2 A new leadership development programme that has inclusive leadership at the core. The design of our new leadership development programme is underway, drawing on industry best practice and with all elements underpinned by the goal of inclusion. We will also be investing in a bespoke inclusive leadership programme for our leaders across the UK to help create an inclusive environment where everybody feels comfortable bringing their whole selves to work. 3 Development of a returnship programme, open to anyone who has taken a voluntary career break. Our career returners programme opened for applications in the autumn of We are pleased to welcome our first career returners to the business in April 2019 and are working with Women Returners, as an external advisor, to support the programme s smooth implementation in its first year. 4 Awareness raising of our flexible working practices using role model profiles and coaching leaders to create an environment where people feel supported with their caring responsibilities We recognise the significance of role models in visualising career pathways and raising awareness of opportunities. To mark International Women s Day 2019, our campaign profiled a number of women from across our company who were nominated by peers as their most inspirational colleagues. Creation of an Allies programme where individuals will act as mentors and promoters of an inclusive workplace. Our four internal network groups, LGBT+, Adressing the Gender Balance, Diversability and Ethnicity & Nationality have been tasked with developing our male allies initiative and plan to roll this out in Turner & Townsend - UK gender pay report

5 Appendix Statutory disclosures per legal entity Project Management Limited 22.4% 21.8% 26.2% 9.7% 87.0% 13.0% 76.5% 23.5% 67.1% 32.9% 54.1% 45.9% 41.4% 33.3% % Receive Bonus Cost Management Limited 15.8% 17.5% 25.6% 17.4% 89.1% 10.9% 82.8% 17.2% 73.6% 26.4% 78.2% 21.8% 30.9% 36.1% % Receive Bonus Turner & Townsend - UK gender pay report