Closing the gender 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
- Embed gender-neutral job descriptions and delivered 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.
- Improved our training provision with planned new training modules for all employees on microaggression and sexual harassment.
- 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, equity and inclusion within the workplace.
- Developed additional people metrics dashboards to provide greater transparency and better access to data.
- Rolled out our Leadership Development and People Management 101 training programmes.
- Delivered mandatory workshops for all line managers on menopause and neurodiversity.
What we are doing in 2024/25
- Developing a Helping Women Flourish programme and training on imposter syndrome.
- Introducing robust succession planning and career development pathways for all roles to provide transparent career opportunities and support professional development.
- Launching our new diversity, equity and inclusion strategy and updating our Partnership Charter to reflect this and our new global values.
- Offering increased support for colleagues going through menopause and expanding our induction programme to include training modules on menopause awareness.
- Providing ongoing compulsory training for all employees on creating a work environment free from sexual harassment.
- Targeting recruitment of part-time workers, women returners and retirees by partnering with 55/Redefined and Career Returners.
- Establishing our partnership with Girls under Construction, the UK’s largest network for diverse young women working in the construction and built environment industry.
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