Gender Pay Gap Report 2018

Introduction

Following the introduction of gender pay reporting as a company we took the decision to set up our own focus group. This group, comprised of males and females, has highlighted the initiatives that are most important to them and their peers. The focus of this group aims to support all of our employee’s views, building on our diversity of ideas, experiences and backgrounds. This will support us to address the gender imbalance that exists within the construction industry and continue to look to close the pay gap.

Chris KirklandDirector

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Our Gender Pay Gap Report

Bowmer & Kirkland continues to be a family run company which currently employs just over 1500 people. Our values, ethos and culture are moulded by the fact that we are family owned. All our staff are supported by our career development plans and encouraged to be all they can be. Our people underpin our core values and are one of the major reasons for our success.

This is the second year in which we have reported our gender pay gap and we continue to battle the reputation of the construction industry which is considered to be a male dominated environment. This report will detail the mechanisms we have in place and continue to work on, to increase the number of women in our group.

The ratio of males to females in April 2018 for Bowmer & Kirkland Ltd (shown in the chart below) demonstrates the ongoing imbalance, however there has been a small increase in the number of women working for the group.

Gender Pay Gap Reporting Requirements

From April 2017, all UK organisations that employ over 250 employees are required by law to publish their gender pay gap report on an annual basis, under the Equality Act 2010 (Gender pay Gap Information Regulations 2017). The snapshot date continues to be the 5th April and this report makes comparisons from 5th April 2017 to the 5th April 2018.

Equal Pay and Gender Pay

Following our report in April 2017, we remain confident that our pay structure is gender neutral and both men and women receive equal pay for equal work.

Hourly Pay Gap

Our challenge continues to be the number of women employed within our business and the number of men in senior positions, compared to women, in like for like roles. Our mean and median hourly pay figures have increased slightly; this is due to the number of men choosing to opt for a car allowance compared to the number of women, thus affecting their hourly rates. Through encouraging recruitment methods, we have continued to make positive changes, however this does not detract from recruiting the right person for the job.

Mean Median

Hourly Pay Gap 2017 37.31% 44.57%

Hourly Pay Gap 2018 41.9% 48.4%

What Are We Doing?

We have always been passionate about recruiting trainees following their A Levels or equivalent qualifications. In order to encourage more females into our business we have relaunched our graduate programme to attract an even wider range of employees into the company. We are also continuing to target schools in order to educate children at a young age about the amazing careers available in the construction industry. Through our careers fairs and partnership with local schools and colleges we actively promote the range of opportunities within our sector, to encourage them to aspire to join the construction industry in the future.

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MaleFemale

MaleFemale

2018

2017

18%

20%

80%

82%

Above: Bowmer and Kirkland

Bonus Pay Gap

Bonus payments are discretionary and based on the performance of the company in any given year. In the period ending April 2018, 90% of men and 88% of women received a bonus payment, compared to 81% of men and 88% of women, in the previous year. This is reflected in the table below:

Bonus Pay Gap Mean (%) Median (%)

2018 84.9 80.0

2017 87.56 77.27

Pay Quartiles

The table below shows the distribution of gender across the four quartiles. The quartiles are calculated from the lowest earners to the highest earners and show a year on year comparison.

% of women 2018 % of men 2018 % of women 2017 % of men 2017

Lower quartile 52.0 48.0 35.00 65.00

Lower middle quartile 17.4 82.6 27.00 73.00

Upper middle quartile 7.4 92.6 5.00 95.00

Upper quartile 3.4 96.6 5.00 95.00

The number of women in our upper middle quartile has increased as we promote staff within our business. We are continuing to strive to recruit more women into the business, however as the majority of our recruitment is at a junior level and employees are promoted internally this will take us some time. We are confident that in the long term our pay gap will decrease and the number of women in our upper middle and upper quartiles will increase.

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High Edge Court, Heage, Belper, Derbyshire, DE56 2BW

+44 (0)1773 853 131 bandk.co.uk@bandkbuild