Introduction. Chris Kirkland, Director. Gender Pay Gap Report 2017

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2 Introduction To enable us to achieve our goal of the maximum level of client satisfaction in everything we undertake, we must perform at our best. To do this we need a diversity of ideas, experiences, and backgrounds. I am proud to be Bowmer & Kirkland s Ambassador in our support of the Inspire Me campaign led by Construction News. It aims to address the gender imbalance in the construction industry and to encourage and support women into senior positions. We have committed to the Inspire Me campaign as we believe passionately that more women should be part of our exciting and rewarding industry. The gender gap across the Bowmer & Kirkland Group is improving, but we still have a long way to go. We employ women in a variety of roles across our business, many of whom are excelling in their field, but we want to be able to promote more women. The industry must do more to encourage diversity and we are delighted to be part of the Inspire Me campaign. Chris Kirkland, Director 2

3 Our The Bowmer & Kirkland Group is very much a family company which currently employs over 1,400 staff. Our values, ethos and culture are moulded by the fact that we are family-owned. All our staff are supported by our career development plans and encouraged to be all they can be. Our people underpin our core values and are one of the major reasons for our success. We continue to battle against the notion that construction is generally for men and we actively seek to encourage women to join this exciting industry and to take advantage of the opportunities it and our company afford. The ratio of males to females in April 2017 for Bowmer & Kirkland, shown in the chart below, demonstrates the imbalance that we continue to address. 18% 82% Male Female Bowmer & Kirkland Gender pay reporting requirements From April 2017, all UK organisations that employ over 250 employees are required by law to publish their gender pay gap report on an annual basis, under the Equality Act 2010 (Gender pay Gap Information) Regulations The report requires organisations to publish a range of data based on a standard methodology. All organisations are required to use data on a specific snapshot date which is 5th April annually. The difference between equal pay and gender pay Equal pay is when men and women are paid the same for like for like work, whereas gender pay is the difference between the hourly earnings for both men and women across an organisation. We are confident that our pay structure is gender neutral and both men and women receive equal pay for work of equal value. 3

4 Hourly Pay Gap The foremost reason for the gender pay gap within our industry is that historically there are fewer women whose chosen careers lie within construction, which has a direct effect on the number of those who have attained positions within the senior leadership team. As part of our strategy, Bowmer & Kirkland are committed to addressing this imbalance. The gender pay gap between male and female employees demonstrates the difference between the gross hourly rate for men and women as a percentage. The figures are based on hourly rates of pay for Bowmer & Kirkland as at 5th April The mean average is calculated by adding all the numbers and dividing by the number of employees in both the male and female list. The median is calculated by listing all the numbers in numerical order and finding the middle number, for both male and female hourly pay and conveyed as a percentage. Mean Median Hourly Pay Gap 37.3% 44.6% From our calculations we have established that the mean hourly pay rate for females is 37.3% lower than their male colleagues and median hourly gap for females is 44.6%. In line with the construction industry, Bowmer & Kirkland continues to face the challenge of recruiting women into the company and subsequently we have less women to promote into senior positions. To continue to address the imbalance, we work with schools to promote the construction industry to all, specifically using female employees to promote the success of their career and development, thereby highlighting the opportunities available. 4

5 Bonus Pay Gap Bonus payments are discretionary and based on the performance of the company in any given year. Employees of Bowmer & Kirkland Ltd are eligible to receive a bonus if they have at least six months service and are in employment on the date of the payment. In the period ending April 2017, 81% of men and 88% of women received a bonus payment. The mean and median bonus payments received by female employees are lower than that of male employees. The percentages are shown in the table below: Mean Median Bonus Gap 87.6% 77.3% At the snapshot, more women were employed in less senior roles and this is reflected in the figures. It is envisaged that over the coming years that as more women are employed in the construction industry, the seniority of the female workforce will increase. 5

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8 Pay Quartiles The tables below show the distribution of gender across the four quartiles. The quartiles are calculated from the lowest earners to the highest earners. % of women % of men Lowest quartile Lower middle quartile Upper middle quartile 5 95 Upper quartile 5 95 Our Gender Pay Gap Our Group Financial Director is a woman and a number of our senior posts are held by women but we still need to improve. Our gender pay gap is predominately due to the unequal distribution of men and women within our organisation. We operate within a sector which historically has been dominated by men. We are striving to promote more women into senior roles and only through our sustained commitment to gender equality and the implementation of positive strategies, will we continue to attract women into our business to address this gap. 8

9 Female Role Models on Site Diversity in construction is important to us Our support for Construction News Inspire Me campaign isn t just a signature on a piece of paper. We are actively encouraging greater diversity in the industry. Our aim is well illustrated on site at Cramlington in the North East, where we are building new office and warehouse facilities for PII Pipeline Solutions. Both our Project Manager and Assistant Site Manager are women. Our groundworks and civil engineering subcontractor, Rainton Construction, is also following our lead - one of their groundworkers and their trainee Site Engineer are also women. Four women on site, on the operational side of the project, hasn t gone unnoticed by the Considerate Constructors Scheme. After a recent visit by one of their monitors, the CCS is now planning a case study specifically around the women, how they got into construction and how they believe the industry could encourage greater diversity. Our Project Manager, Liz Wilson, said: It s so important for us to show young women how interesting and varied construction can be. The camaraderie between us has been great on this site and I think women bring a different outlook and way of thinking to a project. Liz heads a team which includes Assistant Site Manager Charlotte Richardson, who joined B&K three years ago after achieving a First Class Honours Degree in Property Development and Architectural Design. Rainton Construction s Maureen Nelson, is currently working for them as a groundworker. During her career in the industry, Maureen has also been a bricklayer and tower crane driver. Her colleague, eighteenyear-old trainee Site Engineer Ashleigh Dunning, is studying for a Diploma in Construction and the Built Environment. 9

10 Bowmer & Kirkland Limited, High Edge Court, Heage, Belper, Derbyshire, DE56 2BW Tel: Fax: