In accordance with Gender Pay Gap Reporting Regulations, any UK organisation employing 250 or more employees has to report on its gender pay gap:
Equal pay looks at pay differences between people carrying out the same or comparable work but the gender pay gap is the difference in the average earnings between men and women regardless of the roles they perform. Fortel is confident that it pays broadly equally for work of equal value.
Fortel actively promotes a diverse workforce regardless of gender, race, age, sexual orientation or disability. The Company is an Equal Opportunities Employer, Disability Confident Employer and a Black and Minority Employer.
The company has reported a median gender pay gap of 19.1% and a mean gender pay gap of 24.6%. A median gender bonus gap of -353.8% and mean gender bonus gap of 4.7%.
Females and Males in each Quartile:
| 1 : | Females = 4.1 | Males = 95.9 |
| 2 : | Females = 15.9 | Males = 84.1 |
| 3 : | Females = 3.6 | Males = 96.4 |
| 4 : | Females = 14.9 | Males = 85.1 |
The proportion of Males receiving bonus was 7.0% and proportion of Females receiving a bonus was 7.2%.
Fortel has increased the proportion of female employees in the workforce which is a traditional male orientated business (Construction, Security and Labour). The Company will continue building on its family friendly and flexible working policies and support women returning to work after taking maternity leave, including with part-time working and or job sharing opportunities.
We will continue to explore how to attract more women into the organisation by reviewing our recruitment and talent retention practices in order to create a more even gender balance; especially in more senior roles. Fortel has successfully recruited more women via apprenticeship programmes, the benefits of which will be seen over the medium term.
Further objectives being considered are establishing a mentor pool, to capture skillsets in both mentor and trainee profiles; promoting progress and activities in blogs, bios, tweets, newsletters and case studies; engaging with educational institutions to actively promote careers in our industry and demonstrate opportunities are there for all.
We are committed to making sure all of our employees are rewarded equally and fairly, irrespective of gender.
Andrew Jackson
Head of Finance