Closing the ethnicity pay gap

Doing the best we can for our people underpins everything we do at RLB

RLB’s diversity, equity and inclusion strategy is based on KPIs and a comprehensive diversity road map to drive improvements that will make a positive difference to our colleagues and ensure they have all the support they need to succeed.

What we did in 2023/24

Provided work experience to students from minority ethnic groups and lower socio-economic backgrounds. We take part in 10,000 Black Interns each year and have recruited new employees through this programme.
Launched a flexible bank holiday scheme enabling employees to swap their Easter bank holiday entitlements for alternative days that reflect their personal beliefs or lifestyles.
Developed two new methods of data integration, at different stages of the employment life cycle, to achieve better collection and tracking of data on employee ethnicity.
Introduced a reward framework for our Future Professionals programme, enabling reward to reflect the growth and development of our apprentices and graduates.
Established People Management 101 training on soft skills and mandatory workshops for all line managers on menopause and neurodiversity.
Conducted bi-annual employee engagement surveys, giving all our employees a ‘voice’ and an opportunity to have their say.

Showcased female role models and participated in events and initiatives to advance gender equality in the construction sector.
Improved our training provision with new modules for all employees on allyship, menopause and neurodiversity awareness, microaggression and harassment prevention.
Embed gender-neutral job descriptions and provided training for all our hiring managers on accessible recruitment best practice.
Introduced an improved recruitment experience that is easily accessible for all candidates, ensuring we remain a Disability Confident employer.
Created a new employee community, RLB Able, to raise awareness and support employees with hidden and physical disabilities.
Launched our Candidate Charter, a set of principles to ensure we are fair, legal and ethical in our resource planning and recruitment procedures, with specific regard to actively promoting diversity and inclusion within the workplace.

What we are doing in 2024/25

Equipping all line managers with leadership development, people management and allyship skills.
Ensuring all employees have a career conversation with their line managers every 13 weeks.
Updating our induction to include a training session on diversity, equity and inclusion awareness, and providing ongoing compulsory training for all employees on creating a work environment free from sexual harassment.
Providing support for employees facing intersectionality challenges due to overlapping forms of discrimination or privilege based on multiple aspects of their identity, such as race, gender, class and disability.
Launching our new diversity, equity and inclusion strategy and updating our Partnership Charter to reflect this and our new global values.

Introducing a new strategy whereby our preference is to backfill vacancies through promotion.
Developing a Helping Women Flourish programme and training on imposter syndrome.
Establishing robust succession planning and career development pathways for all roles to provide transparent career opportunities and support professional development.
Launching our new recruitment portal to provide better support for neurodiverse candidates.

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