Balfour Beatty has released its annual gender pay report, a publication for employers with 250 or more employees which focuses on the difference between the average hourly earnings of men and women
The report analyses information across all roles and the percentage of men and women across the business. In 2019, Balfour Beatty improved in two key gender pay gap metrics including the gender pay gap and gender bonus gap.
The mean and median gender pay gap has decreased by 3% and 4% respectively whilst the mean and median gender bonus gap closed by 5% and 9%.
Commitment to gender equality
The company runs a number of programmes designed to embed diversity and inclusion throughout the business. These include a Reverse Mentoring programme for all UK Executive Committee members which helps senior leaders understand the perspectives and experiences of those in under-represented groups.
Additionally, Balfour Beatty’s “Empower” training supports women to develop their careers through unique learning opportunities which explore personal career goals and ways to overcome barriers to success.
“Our figures are moving in the right direction, but we recognise that these are the first steps in a long journey. The scale of the challenge should not be underestimated”
– Leo Quinn
Leo Quinn, group chief executive, said: “While progress is positive, we do still have a significant gender pay gap. As in previous years, our data shows that this is due to the fact that the majority of our most senior roles are held by men. These roles also hold the greatest bonus opportunities.
“We understand that our gender pay gap will be skewed until we have a better gender balance at the top of our business.
“While this is not something we can address overnight, we are confident that continuing to develop the recruitment pipeline and support women within the business in moving up the ladder will help us to address the core issues behind our pay gap.”
The full report is available to read here.
