Gender Pay Gap Report 2017
At SNC-Lavalin, we re committed to creating a diverse and inclusive work environment where everyone can realise their full potential as valued members of our team. It s the right thing to do for our people, our clients and our shareholders. We welcome the UK Government s requirement for large organisations to be more transparent on the topic of gender pay. In this report, we share the results of the gender pay gap analysis for the three legal entities that we operated in the UK prior to the acquisition of W S Atkins plc by SNC-Lavalin Inc. I confirm that the gender pay gap information and data contained in this report is accurate as of the snapshot date of 5 April 2017. Philip Hoare CEO, UK & Europe Engineering, Design & Project Management SNC-Lavalin SNC-Lavalin - Gender Pay Gap Report 2017 2
Gender pay gap reporting In response to new regulations introduced in 2017, every UK organisation with 250 employees or more must publish its gender pay data annually. Following the acquisition of Atkins in July 2017, SNC-Lavalin is reporting data for three main employment entities in the UK: Atkins Ltd, Faithful+Gould Ltd and SNC-Lavalin Rail & Transit Ltd, as of the snapshot date of 5 April 2017. About the gender pay gap statistics The mean gender pay gap is the difference between the average hourly rate of pay of women compared with men in a company. This is expressed as a proportion of men s hourly rate of pay. The median gender pay gap is determined by ordering the individual hourly rates of pay for all men and women from the lowest to the highest and then calculating the difference between the middle number in the male and female range for each entity. This is expressed as a proportion of the male s median hourly rate of pay. Gender pay is different to equal pay. Equal pay is about paying men and women the same salary for the same or similar roles. Men and women are paid equally for doing equivalent jobs across our business. We continue to take action to address any issues and to make sure our policies and practices are fair. This includes actively reviewing decisions around our annual performance, pay and bonus activities. SNC-Lavalin - Gender Pay Gap Report 2017 3
Our results at a glance Atkins Ltd Gender pay gap Proportion of staff analysis 21% MEDIAN 20% The mean pay of men is 21% higher than that of women The median pay of men is 20% higher than that of women 48% 44% proportion of males proportion of females 48% of all men and 44% of all women received a bonus With a bonus gap of 52% 34% MEDIAN The mean bonus pay of men is 52% higher than that of women The median bonus pay of men is 34% higher than that of women Proportion of employees in each pay quartile s represent the pay rates from the lowest to the highest for our UK employees, split into four equal sized groups with the percentage of men and women in each quartile. Female 16% Male 84% Female 21% Male 79% Female 34% Male 66% Female 41% Male 59% SNC-Lavalin - Gender Pay Gap Report 2017 4
Our results at a glance Faithful+Gould Ltd Gender pay gap Proportion of staff analysis 28% MEDIAN 25% The mean pay of men is 28% higher than that of women The median pay of men is 25% higher than that of women 52% 29% proportion of males proportion of females 52% of all men and 29% of all women received a bonus With a bonus gap of 71% 17% MEDIAN The mean bonus pay of men is 72% higher than that of women The median bonus pay of men is 17% higher than that of women Proportion of employees in each pay quartile s represent the pay rates from the lowest to the highest for our UK employees, split into four equal sized groups with the percentage of men and women in each quartile. Female 11% Male 89% Female 16% Male 84% Female 25% Male 75% Female 36% Male 64% SNC-Lavalin - Gender Pay Gap Report 2017 5
Our results at a glance SNC-Lavalin Rail & Transit Ltd Gender pay gap analysis 38% MEDIAN 40% The mean pay of men is 38% higher than that of women The median pay of men is 40% higher than that of women Proportion of staff 22% 20% proportion of males proportion of females 22% of all men and 20% of all women received a bonus With a bonus gap of 67% 67% MEDIAN The mean bonus pay of men is 67% higher than that of women The median bonus pay of men is 67% higher than that of women Proportion of employees in each pay quartile s represent the pay rates from the lowest to the highest for our UK employees, split into four equal sized groups with the percentage of men and women in each quartile. Female 7% Male 93% Female 9% Male 91% Female 23% Male 77% Female 50% Male 50% SNC-Lavalin - Gender Pay Gap Report 2017 6
Understanding our gender pay gap By way of context, like most companies in the engineering and construction sector, our gender pay gap is largely a reflection of the disproportionate ratio of men to women in our business, particularly within our senior population. Just under three quarters of our combined UK workforce is male and in the senior positions, men outnumber women by more than four to one. Senior roles command higher salaries and variable pay, with bonus payments and share awards often linked to these salaries. In addition, a greater proportion of women work part-time hours under our flexible working arrangements. As salaries of part-time workers are pro-rated based on their working pattern, this also contributes to the gender bonus pay gap figures that we have reported. Atkins Ltd 28% Faithful+Gould Ltd 22% 72% 91% FULL TIME 9% TOTAL HEADCOUNT 7155 6% TOTAL HEADCOUNT 906 PEOPLE WORKING 634 75% PEOPLE WORKING- 52 25% 17% 78% 94% FULL TIME 83% SNC-Lavalin Rail & Transit Ltd 22% 10% TOTAL HEADCOUNT 483 PEOPLE WORKING 48 46% 78% 90% FULL TIME 54% SNC-Lavalin - Gender Pay Gap Report 2017 7
Closing the gap We ve been working hard in recent years to address the gender imbalance of women entering our workforce. In 2017, we were pleased to welcome our highest ever proportion of women into early careers roles within our Atkins business 31% of graduates and 21% of apprentices, compared with an average of 15% female engineering undergraduates in the UK. We have also launched a number of activities to support the progression of women in their careers. This has included the incorporation of unconscious bias training into our management development programmes, the establishment of a Women s Professional Network and launching a Women s Development Programme. We have also put in place coaching and mentoring schemes and developed a return to work programme for female employees who have had career breaks. We have been encouraged that some of these initiatives have been recognised externally by organisations including Women in Science and Engineering (WISE) and the Science, Engineering and Manufacturing Technologies Alliance (SEMTA); however, we also know that we still have some way further to go. We want all our staff to feel valued within a diverse and inclusive workforce. Continuing to address our gender imbalance is a key part of this goal. We have developed a range of flexible working options to help our staff to balance their personal commitments with their work commitments and a number of flexible benefits that enable all of our staff to tailor their benefits choices to their lifestyle. SNC-Lavalin - Gender Pay Gap Report 2017