Our Gender Pay Gap
Our data for 2022/23
During the pay period containing 5 April 2023, RLB UK had 919 employees – this population was used to calculate our bonus distribution and bonus gap metrics. Ten employees did not receive their full pay due to leave reasons, so only 909 employees were used to calculate our pay gap metrics and pay distribution quarter information. The gender balance of our UK full-pay employees is illustrated below:
We still have an imbalance across our pay quarters
Our gaps in representation can be seen in two distinct areas: in the lower pay quarter (lowest 25% of earners), where we have several female-dominated roles, and in our upper pay quarter (highest 25% of earners), where several roles are still male-dominated, which is reflective of the construction industry generally.
Many roles in the upper pay quarter are filled by employees who have worked in the industry for decades, and so the gender gap at the top of our organisation will persist until they are succeeded by current and future generations of employees of greater diversity.
We have been actively seeking more diversity through our scholarship and school outreach programmes. This is leading to an increase in our female balance, but because this talent is entering the job market, they are increasing the female balance in our lowest pay quarter. Our enduring mission will be to ensure that these women move up our organisation.
Our mean gender pay gap has increased slightly
This is mainly due to an increase in the number of new female joiners in the bottom 25% of our pay quarters, resulting in a decrease in overall average pay for our female employees. The compounding factor is that we have a smaller overall population of women so changes to this group have a bigger overall effect on their average pay.
Our median gender pay gap has decreased slightly
Our headcount increased by 10% in 2023, and coupled with the fact that just under two-thirds of these hires were into the lower and lower middle quarters, our median pay has reduced by a few pence for both genders. By chance, the reduction for the median woman was a few pence less than for the median man.
Our mean and median gender bonus pay gaps have increased and decreased respectively
This reflects the factors given above that are impacting our mean and median gender pay gaps, plus the fact that these numbers are liable to bigger variation because of the spread of the underlaying values involved.
Overall our gender pay gap has remained constant
The year-on-year comparison of our gender pay gap data shows there has been no significant fluctuation in recent years. This is because real change takes time without mergers, splits or abnormally high turnovers of employees, and given the limited female talent pipeline in the industry. We are committed to ensuring that the business remains a fair place to work, and to supporting the professional and career development of all female employees who join us.
RLB © 2024 Rider Levett Bucknall