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.
The Company is an Equal Opportunities Employer, Disability Confident Employer and a Black and Minority Employer. Fortel actively promotes a diverse workforce regardless of gender, race, age, sexual orientation or disability.
Fortel has reported a median gender pay gap of 18.5% (2023 -153.8%) and a mean gender pay gap of 8.8% (2023 -0.5%). The change in movement for gender pay in terms of median and mean has been caused by a greater proportion of women being employed in the upper middle pay quarter of pay range and a reduction as a proportion in the lower hour quartile pay range.
A median gender bonus gap of -1.2% (2023 - 73.7%) and mean gender bonus gap of 37.1% (2023 70.4%). This has resulted generally in more parity between women and men's pay and bonuses, these figures have narrowed considerably in the median figures, which is less affected by outlier amounts than the mean figures.
Females and Males in each Quartile:
| 1 : | Females = 2.8 | Males = 97.2 |
| 2 : | Females = 16.6 | Males = 83.4 |
| 3 : | Females = 6 | Males = 94 |
| 4 : | Females = 4.4 | Males = 95.6 |
The proportion of Males receiving bonus was 4.7% and proportion of Females receiving a bonus was 8.7%
We continue to work hard to improve inclusion and equity including gender balance because it is fundamental to the success of our businesses. We provide our recruitment staff with diversity, inclusion and unconscious bias training. As well as promoting a culture of fairness, inclusion and respect throughout the business.
Fortel actively promotes progress and activities in blogs, bios, tweets, newsletters and case studies; engaging with local educational institutions to promote careers and apprenticeships in our industry and demonstrate opportunities are there for all. These strategies have resulted in a year on year increase in female representation across the workforce.
We regularly review our recruitment and talent retention practices including career development especially for more senior roles and continue to explore how to attract more women into the organisation. The Company will continue to build on its policies to make working in the construction sector more accessible to females.
Andrew Jackson
Head of Finance