GENDER PAY GAP REPORT 2018

Transcription

1 GENDER PAY GAP REPORT 2018

2 SNC-LAVALIN GENDER PAY GAP REPORT At SNC-Lavalin, we pride ourselves on acting with integrity; doing the right thing, no matter what, and holding ourselves accountable for our actions. From the highest levels of leadership and in collaboration with our employees, we strive to cultivate a diverse and inclusive work environment where opportunity knows no distinctions and people are empowered to realise their full potential as important members of our team. We welcome the UK Government s requirement for large organisations to be more transparent on the topic of gender pay. In this report, we share the results of the latest gender pay gap analysis for the three legal entities that SNC-Lavalin operates in the UK. I confirm that the information and data we re publishing is accurate as of the snapshot date of 5 April Philip Hoare CEO, UK & Europe Engineering, Design & Project Management SNC-Lavalin

3 SNC-LAVALIN GENDER PAY GAP REPORT ABOUT THE GENDER PAY GAP STATISTICS In response to regulations introduced in 2017, every UK organisation with 250 employees or more must publish its gender pay data annually. Following the acquisition of Atkins in July 2017 and in conjunction with these guidelines, SNC-Lavalin is reporting data for the following employment entities in the UK as of the snapshot date of 5 April 2018: Atkins Ltd, Faithful+Gould Ltd and SNC-Lavalin Rail & Transit Ltd. The mean gender pay gap is the difference between the average hourly rate of pay of women compared with men in a company. This is expressed as a proportion of men s hourly rate of pay. Gender pay is different to equal pay. Equal pay is about paying men and women the same salary for the same or similar roles. We are confident that men and women are paid equally for doing equivalent jobs across our business. We continue to take action to address any issues and to make sure our policies and practices are fair. This includes actively reviewing decisions around our annual performance, pay and bonus activities. The median gender pay gap is determined by ordering the individual hourly rates of pay for all men and women from the lowest to the highest and then calculating the difference between the middle number in the male and female range for each entity. This is expressed as a proportion of the male s median hourly rate of pay.

4 SNC-LAVALIN GENDER PAY GAP REPORT OUR ORGANISATIONAL CONTEXT Like most companies in the engineering and construction sector, our gender pay gap is largely a reflection of the disproportionate ratio of men to women in our business, particularly within our senior population. Just under three quarters of our combined UK workforce is male and in senior positions, men outnumber women by more than four to one. Senior roles command higher salaries and variable pay, with bonus payments and share awards often linked to these salaries. In addition, a greater proportion of women work part-time hours under our flexible working arrangements. As salaries of part-time workers are pro-rated based on their working pattern, this also contributes to the gender bonus pay gap figures that we have reported. Atkins Ltd Faithful+Gould Ltd SNC-Lavalin Rail & Transit Ltd TOTAL HEADCOUNT 6878 TOTAL HEADCOUNT 915 TOTAL HEADCOUNT 490 Gender split Gender split Gender split 28% 72%MALE 24% 76%MALE 23% 77%MALE

5 SNC-LAVALIN GENDER PAY GAP REPORT OUR CONTINUED PROGRESS TOWARDS CLOSING THE GAP While our overall gender pay gap has remained relatively static and in line with the industry average, we re starting to see some positive trends which suggest that the actions we re taking to address the balance of women in our mid-to-senior roles such as unconscious bias training and our award-winning Women s Development Programme are having an impact. We re particularly pleased to report an increase in the proportion of women in the Upper Middle Pay Quartile in all three of our UK entities (Atkins Ltd: +3%, Faithful+Gould Ltd: +6% and SNC-Lavalin Rail & Transit Ltd: +6%). We know we still have work to do to replicate this success across the other pay quartiles and since publishing our 2017 report, the CEO of our largest business unit in the UK has held employee roundtables to gather views on how we can improve our gender balance at all levels. Actions from these sessions that we ll be taking over the coming months include simplifying our flexible working policy and processes, developing innovative ways to sponsor talent, championing our new STEM returners programme, and enhancing the capability of our managers to enable a more diverse and inclusive workforce. The ideas that were put forward in these sessions have also been included in our updated Diversity & Inclusion plan which involves all businesses that operate in the region. In addition to initiatives which support the progression of women in their careers, we re also committed to setting our industry up for long-term success by tackling gender balance within our early careers population. In 2018, we maintained our intake of 31% female graduates and grew our intake of female apprentices from 21% to 26%. It s an achievement that we re proud of considering that on average, only 15% of undergraduate engineering students in the UK are female. Gender balance is an important issue for us and one that we re determined to get right through strong leadership, engaging with our employees and collaborating with our industry partners. All our employees deserve to be part of a diverse and inclusive workforce and continuing to address our gender imbalance remains a key part of achieving that goal. Tackling gender balance within our early carers population in % GRADUATES 26% APPRENTICES GRADUATE PROGRAMME APPRENTICE PROGRAMME EMPLOYEES

6 SNC-LAVALIN GENDER PAY GAP REPORT OUR RESULTS AT A GLANCE ATKINS LTD Gender pay gap analysis MEAN 21% Proportion of staff receiving a bonus With a bonus gap of MEAN 51% MEDIAN 20% The mean pay of men is 21% higher 48% OF MALES 43% OF S MEDIAN 25% The mean bonus pay of men is 51% higher The median pay of men is 20% higher 48% of all men and 43% of all women received a bonus The median bonus pay of men is 25% higher Proportion of employees in each pay quartile Quartiles represent the pay rates from the lowest to the highest for our UK employees, split into four equal sized groups with the percentage of men and women in each quartile. Male 85% Female 15% Male 76% Female 24% Male 67% Female 33% Male 61% Female 39%

7 SNC-LAVALIN GENDER PAY GAP REPORT OUR RESULTS AT A GLANCE FAITHFUL+GOULD LTD Gender pay gap analysis MEAN 29% Proportion of staff receiving a bonus With a bonus gap of MEAN 65% MEDIAN 27% The mean pay of men is 29% higher 51% OF MALES 27% OF S MEDIAN 17% The mean bonus pay of men is 65% higher The median pay of men is 27% higher 51% of all men and 27% of all women received a bonus The median bonus pay of men is 17% higher Proportion of employees in each pay quartile Quartiles represent the pay rates from the lowest to the highest for our UK employees, split into four equal sized groups with the percentage of men and women in each quartile. Male 90% Female 10% Male 78% Female 22% Male 76% Female 24% Male 61% Female 39%

8 SNC-LAVALIN GENDER PAY GAP REPORT OUR RESULTS AT A GLANCE SNC-LAVALIN RAIL & TRANSIT LTD Gender pay gap analysis MEAN 36% Proportion of staff receiving a bonus With a bonus gap of MEAN 83% MEDIAN 42% The mean pay of men is 36% higher 47% OF MALES 46% OF S MEDIAN 92% The mean bonus pay of men is 83% higher The median pay of men is 42% higher 47% of all men and 46% of all women received a bonus The median bonus pay of men is 92% higher Proportion of employees in each pay quartile Quartiles represent the pay rates from the lowest to the highest for our UK employees, split into four equal sized groups with the percentage of men and women in each quartile. Male 95% Female 5% Male 85% Female 15% Male 79% Female 21% Male 50% Female 50%

9 SNC-LAVALIN GENDER PAY GAP REPORT DEMOGRAPHICS OF OUR ORGANISATION Atkins Ltd Faithful+Gould Ltd SNC-Lavalin Rail & Transit Ltd Gender split Gender split Gender split 28% 72%MALE 24% 76%MALE 23% 77%MALE Total headcount Total headcount Total headcount 10% 6% 10% % FULL TIME PEOPLE WORKING % MALE PEOPLE 94% 90% FULL TIME WORKING FULL TIME 21%MALE 57 PEOPLE WORKING 48 42%MALE 71% 79% 58% People working part-time People working part-time People working part-time

10 SNC-LAVALIN GENDER PAY GAP REPORT OUR ORGANISATIONAL CONTEXT Like most companies in the engineering and construction sector, our gender pay gap is largely a reflection of the disproportionate ratio of men to women in our business, particularly within our senior population. Just under three quarters of our combined UK workforce is male and in senior positions, men outnumber women by more than four to one. Senior roles command higher salaries and variable pay, with bonus payments and share awards often linked to these salaries. In addition, a greater proportion of women work part-time hours under our flexible working arrangements. As salaries of part-time workers are pro-rated based on their working pattern, this also contributes to the gender bonus pay gap figures that we have reported. Atkins Ltd Faithful+Gould Ltd SNC-Lavalin Rail & Transit Ltd Total headcount Total headcount Total headcount Gender split Gender split Gender split 28% 72%MALE 24% 76%MALE 23% 77%MALE