GENDER PAY GAP REPORT 2017

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1 GENDER PAY GAP REPORT 2017

2 Introducing Fabienne Viala Chairman, Bouygues UK I am proud of our talented and dedicated workforce here at Bouygues UK. However, like many other companies in the construction and property industry, we have far more than working in our business. Currently, 71% of our workforce is male and we have significantly more than in the higher paid senior roles. I am personally committed to changing this and improving the gender balance within Bouygues UK. Feedback from businesses and academic research suggests that firms with diverse workforces and executive boards perform significantly better than those with little or no diversity, as this provides a more rigorous and challenging framework for critical decision making. The more diverse our workforce across all aspects of the business, the better we will be able to understand our diverse community of stakeholders and effectively deliver our projects for both our clients and the end-users. It is clear that a better gender balance and increased diversity at all levels of our business are key factors in our future success, and there is more that we can do to increase diversity in all its forms, including gender. However, change, particularly meaningful change, takes time to effect. This is our first gender pay gap report and in addition to explaining our statistics, it shows some of the ways in which we are working to close the gender pay gap within our business. Fabienne Viala, Chairman, Bouygues UK From April 2017, all UK organisations which employ over 250 people are required to report annually on their gender pay gap. The gender pay gap is not the same as equal pay, which makes it illegal to pay and differently for equal work. The gender pay gap is defined as the difference in average pay between all and in a workforce, regardless of their role or seniority.

3 Understanding Bouygues UK Gender Pay Gap figures As at 5 th April 2017 All figures are inclusive of all: Bouygues UK and Thomas Vale employees Is the Gender Pay Gap the same as equal pay? Simply put, the answer is no, as explained below. Gender pay gap 31.69% (Mean) 40.98% (Median) Pay quartiles 45.5% Lower 54.5% 69.4% 30.6% Lower middle 85.5% 14.5% Upper middle 88.4% 11.6% Upper Gender Pay Gap is the difference in average hourly rates of pay between and, irrespective of their job or their position. Of 1,200 employees at Bouygues UK as at 5 th April 2017 Gender bonus gap 47.82% (Mean) Who received a bonus 8.37% of Equal pay relates to what and are paid for the same work. 71% 29% 50.00% lower (Median) 18.55% of The Gender Pay Gap bonus reporting period concerns April 2016 to April The February 2017 review was deferred until June 2017 hence there were few bonuses paid in the reporting period. This explains why the percentage of staff awarded a bonus is so low. What is the difference between mean and median? The mean is what most people would call the average - add up all the numbers and then divide by total number of numbers. The median is the middle value in the list of numbers - arrange all of your numbers in numerical order, smallest to largest, and find the number in the middle of the list. How are quartiles calculated? Arrange all of your numbers in numerical order, smallest to largest, and find the number in the middle of the list so that you have two halves (as you would to find the median above). The lower quartile divides the bottom half of the data into two halves, and the upper quartile also divides the upper half of the data into two halves.

4 Improving Bouygues UK s future activities Bouygues UK has a mean gender pay gap of 31.69% and our mean gender bonus gap is 47.82%: both are due to having an imbalance of male and female colleagues at different levels across our organisation. Additionally, due to a challenging period between 2016 and 2017 very few bonuses were paid during this time. Those that were, tended to be project related and paid to our delivery teams who are overwhelming male. Although we are making progress, we still have fewer in more senior positions and operational roles, as well as a higher proportion of relative to in more junior and administrative roles. Addressing our gender pay gap and the wider issue of diversity within our business is no easy task. In the UK, of all graduates in science, technology, engineering and mathematics (STEM) in 2017 only 24% were female, and in technology and engineering in particular, this figure is just 14%. This is not surprising given that at the age of 16, just 35% of girls choose mathematics, physics, computing or a vocational qualification, compared to 94% of boys*. To improve these figures and therefore increase the number of who may consider a career within this diverse and dynamic industry, we all need to be engaging with future generations at a much earlier stage university is too late, these conversations need to start at primary school. Within our business, we need to look at every aspect of our employees experience. We need to continue to develop a culture of inclusivity which supports our female colleagues throughout their career, from gender-neutral recruitt processes to flexible working practices and career developt plans which meet the needs of a diverse workforce. An environt where our female staff are given the same opportunities to flourish as their male counterparts is vital. Creating a culture which understands the benefits of diversity in the workplace and actively promotes it doesn t just happen; it takes a clear strategy and buy-in right from the top before it can effectively be impleted across an organisation and become part of a company s normal working practice. The challenge of closing the gender pay gap is considerable but the benefits to individuals, organisations and our industry are not in doubt. It will take effort and energy but Bouygues UK is committed to a more diverse future. * Figures taken from the Wo in Science and Engineering s (WISE) Core STEM Graduates 2017 research released on 1 st February 2018 and The WISE STEM Education Pipeline 2017 research released on 23 rd November 2017.

5 Improving Bouygues UK s future activities Bouygues UK is committed to improving gender parity over the long term and ensuring we have a more diverse business, where all our colleagues can thrive and achieve their potential. We are already making progress in a variety of ways:»» Our CSR teams are raising awareness of the wide career opportunities available in construction, to primary, secondary and higher education students.»» We have an established partnership with the Wo in Property Student Awards which recognise and promote the contribution of the female student population to the built environt, and encourage more into the property and construction industries.»» We are working to ensure that our recruitt process is gender neutral.»» In 2017 over 50% of our graduate scheme intake were.»» We have an active s network, WeLink, created for female employees of the Bouygues Construction businesses in the UK which provides a forum for exchange and support, explores the benefits of gender diversity for the business and its people.»» We regularly review our policies to ensure that they are as attractive and flexible as possible including maternity, paternity and flexible working.

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