A comprehensive list of gender pay gap data for UK firms in construction
All UK firms with more than 250 staff are now required by law to publish annual figures showing the pay gap between their male and female employees, with the results being published on the employer鈥檚 own website and a .
Below is a list of the largest construction businesses to have released their gender pay gap figures. Lendlease reported their figures six months prior to the deadline, admitting its total female staff earn 30% less than the total earnings of all male staff.
黑洞社区 analysed this data as part of its Women in Construction special coverage - click here for more analysis.
| Company | Median pay gap % | Mean pay gap % | % of women in upper quartile | % of women to receive a bonus | Median bonus gap % |
|---|---|---|---|---|---|
| Vinci Construction UK | 48.5 | 43.6 | 7 | 4.8 | 62.3 |
| Multiplex | 47.2 | 43 | 5 | 87.8 | 46.5 |
| Bowmer & Kirkland | 44.6 | 37.3 | 5 | 88 | 77.3 |
| Willmott Dixon | 43.5 | 35.5 | 4.7 | 89.6 | 48.2 |
| ISG Construction | 40.5 | 34.7 | 4.8 | 4.2 | -78.1 |
| Mace | 39.9 | 34.5 | 7 | 50 | 33.3 |
| Berkeley Group | 37.9 | 34.4 | 13 | 49.5 | 36.9 |
| Galliford Try | 33.2 | 31 | 9.3 | 57 | 41.2 |
| Balfour Beatty | 33 | 27 | 7 | 25 | 65 |
| Lendlease | 33 | 30.4 | 6 | 78.2 | 51.4 |
| Morgan Sindall | 33 | 31 | 8 | 61.1 | 42 |
| Mitie | 31.4 | 24.4 | 30 | 15 | 79.4 |
| Volker Vessels UK | 30.5 | 38.3 | 9.1 | 43.2 | 59.5 |
| Amey | 30 | 24 | 14 | 7 | 33 |
| Sir Robert McAlpine | 30 | 29.4 | 7.4 | 8.5 | 62.5 |
| Interserve Construction** | 29.7 | 30.3 | 4 | 21 | 54.5 |
| Keepmoat | 28.5 | 19.6 | 28 | 68.1 | 47.5 |
| Cala Group | 27.9 | 28.3 | 16.1 | 84.3 | 69.3 |
| Bam UK | 27.7 | 26.2 | 7 | 13 | 68.4 |
| Places for People | 27.7 | 39.8 | 24.3 | 7.6 | 96 |
| Bovis Homes | 26.4 | 24.2 | 21.7 | 81.3 | 43.1 |
| Mears | 25.7 | 18.1 | 9.6 | 9.5 | 58.3 |
| J Murphy | 23.8 | 26.1 | 7 | 71.9 | 25.6 |
| Crest Nicholson | 23 | 26 | 16 | 83 | 18 |
| Homeserve | 22.2 | 15.7 | 27.8 | 91.4 | 55 |
| Kier Group | 20.2 | 22.7 | 14 | 7 | 28.2 |
| Wates | 20.1 | 22.7 | 9.6 | 45 | 65.1 |
| Bellway | 19.7 | 15.8 | 22 | 79 | 10 |
| Skanska UK | 17.4 | 19.7 | 11.1 | 18.3 | 71.5 |
| Keller | 17.1 | 28.6 | 4.2 | 86 | 48 |
| Costain | 12.1 | 10 | 8.2 | 3.3 | 0 |
| Laing O鈥橰ourke | 8.8 | 6.6 | 9.8 | 3.3 | -14.4 |
| Morrison Utility Services | 8.2 | 17.7 | 9.1 | 56.6 | 37.6 |
| Persimmon | 8 | 16 | 18 | 81 | 13 |
| Redrow | 5.2 | 3.2 | 28.1 | 83.8 | -30.8 |
| McCarthy & Stone | 4.1 | 17.6 | 59.2 | 79.8 | 0 |
| Barratt Developments UK | 1.6 | 1.3 | 35 | 86.9 | -6.2 |
| Taylor Wimpey | -2 | -1 | 36 | 91 | 23 |
| Company | Median pay gap % | Mean pay gap % | % of women in upper quartile | % of women to receive a bonus | Median bonus gap % |
|---|---|---|---|---|---|
| JLL | 43.9 | 57.8 | 18.4 | 73.4 | 78.5 |
| Gleeds UK | 42.4 | 36.7 | 8 | 19.9 | 58.3 |
| Mace | 39.9 | 34.5 | 7 | 50.2 | 33.3 |
| Currie & Brown | 35.6 | 31.9 | 9.9 | 5.7 | 47 |
| Rider Levett Bucknall | 32.7 | 28.1 | 11.8 | 4.9 | -58.3 |
| RPS | 30.7 | 31.7 | 16.2 | 19.3 | 0 |
| Hoare Lea | 28.5 | 22.4 | 8.9 | 1.6 | 0 |
| Ramboll | 27.3 | 30 | 9.7 | 17.6 | 85.3 |
| Gardiner + Theobold | 26 | 16.4 | 20 | 49.7 | -80.1 |
| Arcadis | 25.7 | 21.7 | 14.6 | 51.9 | 34.2 |
| Turner & Townsend | 25.7 | 26 | 11.5 | NA | 33.3 |
| BDP | 25.5 | 29.5 | 17.1 | 77.2 | 27.5 |
| Faithful + Gould | 25 | 28 | 11 | 29 | 17 |
| WSP | 23.4 | 27.2 | 8.5 | 13.8 | -1.4 |
| Aecom Ltd | 21.9 | 21.5 | 15 | 19 | 50 |
| Peter Brett Associates | 20.4 | 16 | 19 | 90.4 | 23.1 |
| Buro Happold | 20.1 | 19.2 | 16 | 39.5 | 25 |
| Mott McDonald | 20 | 21 | 14 | 76 | 44 |
| Arup | 16.7 | 17.4 | 22.4 | 84.6 | 30.4 |
| Foster + Partners | 10.5 | 23.8 | 20 | 75.2 | 33.3 |
Postscript
Top 40 Contractors and Top 20 Consultants based on 黑洞社区鈥檚 Top 150 Contractors and Housebuilders 2017 table
Mean gender pay gap: % difference between average male and female pay - negative figure indicates female pay is higher on average
Median gender pay gap: % difference between average male and female pay - negative figure indicates female pay is higher on average
Upper quartile: % of women in the highest paid quarter of staff
Bonus: % of women receiving a bonus
Median bonus gap: % difference between average male and female bonus pay
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