Category: Lendlease, Gender Pay Gap, Gender Equality, Government, Employee, legislation
A great deal of confusion has been caused due to the new gender pay gap legislation of the government. However, not in the media.
As per the regulations, companies with more than two hundred and fifty employees are required to report their gender pay gap measurement by April 2018.
Nonetheless, this does not refer to equal pay - something that Lendlease does - but, the average difference in the earnings of all women and men collectively in the organisation, irrespective of their seniority or role.
Equal pay refers to men and women being paid matching salary for the same job role. The challenge is that the number of women is significantly lower than men in the business and this is an issue across the industry. As a result, the construction business reports a gender pay gap measurement of thirty per cent based on an overall representation whilst 19 per cent is the overall representation gap for Lendlease’s UK business, which is equivalent to the national average. Lendlease is working towards closing that gap.
By reporting gender pay gap measurement before the deadline of April 2018, Lendlease is taking a constructive step towards the process. They believe that an important way to accelerate change is through benchmarking and maintaining greater transparency. Lendlease also believes that the requirements offer a fundamental point for the broader industry to come in unison and have a conversation about what can be done to initiate change for the better.
Lendlease has introduced shared parental leave, flexible working, the insistence on recruitment shortlists including women and a 50:50 female and male graduate intake in order to level the playing field. Lendlease has managed to increase their senior female representation across the business from twenty-four per cent to twenty-nine per cent in the last eighteen months. Now, their target is to achieve thirty-three per cent.
Companies require diverse backgrounds, thinking and experiences for achieving the best possible performance and innovation. Greater diversity also reflects customers and clients, and helps Lendlease in meeting and representing the needs better.
Even though construction sites are not typically viewed as an environment friendly to women, things need to and are changing for the better.
In a Lendlease-developed residential programme in Stratford, Glasshouse Gardens, ten per cent of the onsite construction team consisted of female staff. Since historically women have only made up one per cent of most site teams, this project goes as far as to show that progress is not just a pipedream.
The time to start talking about how to impact far-reaching decisive change in the construction industry is now. By recognising the primary difference between equal pay and the gender pay gap, this conversation is going to be immensely helped.
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