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Addressing the Construction GPG

Reviews of the UK pay gap crisis has revealed statistics of the differences between male and female salaries.

In April 2018 a study was carried out which assessed companies across the UK that had over 250 members of staff. With over 10,000 submissions, there has been a direct focus on the ‘median pay gap’, comparing salaries between the middle-earning men and women, as opposed to the standard method of settling at an average which does not accurately represent the figures.

The research showed that women in the construction industry are reportedly receiving lower percentiles of pay, with men consuming the larger salaries. The UK average pay gap across property and environmental sectors hits a figure of 18.6% and the construction industry is currently at 20.4%. This is a large decrease from the 36% pay gap that was recorded in early April of 2018 however, there is still more opportunity to lower the percentages.

It should be considered that these figures are extracted from an average report, meaning that they do not represent the direct comparison of a man and woman of the same role, although, these reports have brought to light the action that needs to be taken in the UK to regulate the balance within the workplace and allow more women to strive for higher roles.

Over the previous 50 years, there has been a huge advancement in equality between the sexes, especially with the recent political movements which have raised awareness for the gender pay gap issues.

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In creating a better future for the construction pay gap, there are various ways of bringing more balance to the work place, for example, lowering the 9-5- hour day expectations by altering the work shifts to make the working day more achievable for working mothers and fathers. This remote working flexibility could coincide with day-care and school times, allowing parents to devote time throughout their day to their child or other care-related responsibilities.

The number of women representatives in the high-level roles in construction is significantly low, yet while the rates are low, there is an effort being made by companies across the UK to reduce the pay gap. The career development initiatives aimed at women in the industry have increased and some companies have pushed a conscious effort to enhance the female progression within their workspace and even encouraging family commitment and increasing maternity and paternity leave.

To truly combat the pay gap in the industry, there will be a process in place of smaller steps, such as the remote working and flexibility and while there is concern for the gender portrayals that are held within the industry, companies are continuing to focus attention towards the issues with the pay gap.

Specialists in Construction Insurance


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