Closing the Pay Gap

Our culture is built around enabling our people to do better and be better

RLB’s diversity and inclusion strategy is based on KPIs and a comprehensive diversity road map to drive improvements that will make a positive difference to all our colleagues, clients and communities.

What we did in 2022/23

In 2023, we started to deliver People Management 101 training workshops on the soft skills required to be an effective people manager. The aim of the training, which covers performance management, inclusive management and employee relations, is to ensure employees are managed fairly and consistently.

All line managers are currently being put through this training in cohorts of 20 people. It will widen their knowledge of diversity and inclusion issues and help them to:

Our other initiatives

Provided work experience to students from minority ethnic groups and lower socio-economic backgrounds.
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.
Introduced a reward framework for our Future Professionals programme, enabling reward to reflect the growth and development of our apprentices and graduates.
Conducted bi-annual employee engagement surveys, giving all our employees a ‘voice’ and an opportunity to have their say.
Showcased female role models and took part in events and initiatives to advance gender equality in the construction sector.
Delivered awareness training on allyship, menopause and neurodiversity across the business for all line managers.

What we are doing in 2023/24

We are introducing 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.

These measures will help to address the gaps in our ethnicity data, enabling us to build a more accurate and complete picture on ethnicity pay within RLB.

New joiners

Upon commencement of employment, each new joiner will receive notification requesting them to complete essential personal information which includes their ethnicity. This will help us to establish a baseline understanding of the diverse backgrounds within our workforce.

Biannual data update

Every six months an automated data collection workflow will invite all employees to update their equality and diversity data. This will provide employees with the opportunity to review and amend the information we have on their ethnic origin.

Our other initiatives

Embedding gender-neutral job descriptions and delivering training for all our hiring managers on accessible recruitment best practice.
Introducing an improved recruitment experience that is easily accessible for all candidates, ensuring we remain a Disability Confident employer.
Developing a dashboard to provide easy access to data on people metrics at senior leadership levels to measure our success, provide greater transparency and drive accountability.
Improving our training provision with planned new training modules on microaggression and harassment for all employees.
Creating a new employee community, RLB Able, to raise awareness and support employees with hidden and physical disabilities.
Launching our Candidate Charter, a set of principles we will follow 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.

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