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FLUOR LIMITED GENDER PAY GAP REPORT 2018
“Hiring the right people is critical to our success. In the UK, we are
working to create a balanced workforce and supporting government
and industry initiatives to develop the optimum talent pool both for
our company and country,” said Graham Mason, Director, Fluor
Limited. “We are confident that we have equal pay however we do have
a gender pay gap. There are two main reasons for this, fewer women
entering the engineering and construction industry and fewer women
in senior leadership positions.”
“It is our goal for all of our staff to achieve their full potential and
therefore all employment decisions are based solely on performance,
talent and behaviour,” Mason adds.
FLUOR GENDER PAY GAP REPORT 2018
Graham Mason
Director, Fluor Limited.
Caption to front cover:
Fluor’s Industry Award Winners.
From 2017, the UK Government has
mandated that any organisation with
250 or more employees must publish its
gender pay gap annually.
As a global leader in the engineering and
construction industry, Fluor is committed
to diversity and inclusion. Our people
are central to everything we do and we
are working hard to shape our future by
investing in and building upon our rich mix
of talents and capabilities. Such diversity
encourages innovation and creates a
dynamic workplace that can deliver results
for clients’ complex and challenging projects.
FLUOR LIMITED – STATUTORY DISCLOSURES
FLUOR LIMITED GENDER DIVERSITY
PROPORTION OF FEMALES AND MALES IN EACH QUARTILE PAY BAND
Females
receiving a
bonus
30%Males
receiving a
bonus
50%
26%74%
PAY %
Mean Pay Gap 31.2
Median Pay Gap 36.5
BONUS
Mean Bonus Gap 43
Median Bonus Gap 30
51.1%
48.9%
LOWER QUARTILE
84.4%
15.6%
UPPER MIDDLE QUARTILE
71.9%
28.1%
LOWER MIDDLE QUARTILE
90.3%
9.7%
UPPER QUARTILE
03FLUOR GENDER PAY GAP REPORT 2018
In executive positions, female representation has increased from 8% in 2011 to 10% in 2018. For leadership and managerial positions for the same period representation has increased 119% (28% in the last year).
04 FLUOR GENDER PAY GAP REPORT 2018
Fluor provides equal pay for work of equal value. We do have a gender pay gap when we compare the
average pay and bonuses for women and men. As with most organisations in our industry, this is because
of the unequal distribution of males and females across the company and not because of our pay policies
and practices. Although we are making progress, we still have fewer female senior positions.
As highlighted by the Office for National Statistics “the pay gap is useful in measuring pay equality due
to its simple calculation; however, it does not measure the pay difference between men and women at
the same pay grade, doing the same job, with the same working pattern. It also does not include any of
the personal characteristics that may determine a person’s pay.“
UNDERSTANDING THE FIGURES
Bonuses are paid to employees meeting certain eligibility criteria and exceeding specific performance
criteria. Our bonus pay gap reflects lower female representation across the organisation’s more senior
levels where bonus is a larger component of overall compensation.
Lower quartile
Lower middle quartile
Upper middle quartile
Upper quartile
Graph shows average
salaries of males and females
per quartile reflecting equal
pay principles
AVERAGE SALARY PER QUARTILE
FemaleMale
• Recruitment and advertising features
gender neutral language and images to
attract both women and men.
• Unconscious bias awareness and
training sessions are undertaken across
Fluor’s UK operations and is now
mandatory for all employees.
• Fluor offers employees a flexible work
pattern including a 9-day fortnight with
flexible start and finish times.
• UK workforce statistics are regularly
monitored to identify diversity and
inclusion trends and resulting actions
are taken.
• Fluor’s culture is built on creating an
engaging work environment that it is
fully inclusive and diverse presenting
each person with opportunities to attain
their full potential.
ATTRACTING MORE WOMEN TO JOIN FLUOR
On receiving her award as Young Woman Engineer of 2018, Liz said: “A more diverse workforce and the different perspectives and skills that this delivers brings benefits, in order to drive industry objectives, goals and customer service.”
Liz Smith, Project Manager.
Fluor continues to build for the future by
recruiting high calibre graduates, apprentices
and employees. There is work to do,
particularly in attracting more females into
engineering and construction, but we feel
our programmes are moving us in a positive
direction and are a platform for the future.
We are committed to diversity and equality
in areas of our business that are under our
control. We continue to strive to address the
gap, ensuring that policies, practices and
processes are fair and free from bias.
HOW WE ARE BRIDGING THE DEMOGRAPHIC GAP
05FLUOR GENDER PAY GAP REPORT 2018
• GROWSM Growing Representation & Opportunity for Women – A global Fluor
initiative, GROW provides informal coaches for individuals, training for leadership
development, an annual Summit which includes a recognised role model as keynote
speaker and range of training and networking opportunities.
• Graduate Training Programme – during the early years of a career, Fluor’s 4-year
training programme supports graduates so that they develop to meet the challenges of
the future.
• National and Regional Development Boards – senior management meet to regularly
review opportunities, career paths and development needs for employees.
• Mentoring Programmes provide regular guidance and support to maximise each
individual’s potential.
• Emerging Leaders Group – Fluor programme designed to encourage ongoing career
development for mid-level employees with five to 15 years of experience.
RETAINING AND DEVELOPING FLUOR WOMEN
“As a Project Director at Fluor, I am passionate about promoting engineering as a career for women. I particularly enjoy mentoring young engineers using my experience gained working around the world on some of the industry’s most challenging projects to help guide their career paths.”
Sarah Cook, Best Woman in Oil & Gas 2018 Award Winner.
“I was extremely proud to be recognised in
2017 by the European Construction Institute’s
Young Professional of the Year award as I
believe this helps raise the profile of women
in engineering. One of the best things about
working for Fluor is that you feel valued and
are given the opportunity not only to gain
a lot of technical knowledge, but also to
develop management and leadership skills.”
Marianna Karvouni,
Structural Design Engineer.
06 FLUOR GENDER PAY GAP REPORT 2018
• Schools Liaison Activities – Through
Fluor Cares®, we support local schools and
sixth form colleges to promote the study of
Science, Technology, Engineering and Maths
(STEM) by providing funding, volunteers,
speakers and running challenges.
• WISE (women in science and
engineering) – As a Corporate Member,
Fluor supports WISE initiatives, campaigns
and events for gender balance in science,
technology and engineering industries.
• Working with Academia – Fluor has links
with four universities to collaborate on
ways to develop future engineers in the
UK. Recently, Fluor donated $300,000 to
the University of Surrey to provide third-
year students with industry experience of
running a small-scale manufacturing plant
as part of their practical experience module.
• Role Models – Fluor’s women engineers
regularly speak and participate at industry
events organised by engineering institutes,
the Royal Academy of Engineering and
other bodies to promote engineering as a
career of opportunities for women.
PROMOTING ENGINEERING AS A CAREER CHOICE
“I’ve been President of Fluor’s GROW programme for four years and feel just as passionately today about its ethos of men and women working together to grow representation and opportunity for women in our company. Whether through bite-size training, industry conference participation, activities with local schools and GROW events, we are working to increase diversity at Fluor.”
GROW
Successful role models can have a major impact on our workforce so we are delighted
to have worked with space scientist, Dr Maggie Aderin-Pocock MBE, both at a GROW
Summit in the UK and at a recent international innovation event.
Helen Kilbride, Director Process
Engineering and President of GROW.
07FLUOR GENDER PAY GAP REPORT 2018
Fluor runs an annual Inter Schools
Engineering and Construction Challenge
competition for local secondary schools.
Fluor LimitedFluor Centre140 Pinehurst RoadFarnboroughGU14 7BF United KingdomTel: +44 1252 291000
www.fluor.com
© 2019 Fluor Corporation. All Rights Reserved. Fluor and Fluor Cares are registered service marks of Fluor Corporation.
GROW Growing Representation & Opportunity for Women and Emerging Leaders Group (ELG) are service marks of Fluor Corporation. All other service marks or trademarks are the intellectual property of their respective owners.
BRFB106419