What is the Gender Pay Gap?The Equality Act 2010 (Gender Pay Gap Information)

Regulations 2017 require all private-sector and

voluntary sector employers with 250 or more

employees to publish a range of data based on

a standard methodology. Employers must detail

the gender pay gap for their organisation in the

pay period in which 5 April (the “snapshot” date)

falls in each year.

The six key metrics required by the legislation are as follows:

• The difference in the mean pay of full-pay

men and women, expressed as a percentage,

• The difference in the median pay of full-pay

men and women, expressed as a percentage,

• The difference in mean bonus pay of men

and women, expressed as a percentage,

• The difference in median bonus pay of men

and women, expressed as a percentage,

• The proportion of men and women who

received bonus pay;

• The proportion of full-pay men and women

in each of four quartile pay bands.

Based on the finding by the Office of National

Statistics, The gender pay gap in the UK has been

declining slowly over time; over the last decade

it has fallen by approximately a quarter among

full-time employees and by just over one-fifth

among all employees.

In 2020, the gap among full-time employees fell

to 7.4%, from 9.0% in 2019. Among all employees

it fell to 15.5%, from 17.4% in 2019.

Gender Pay Review

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The effect of Covid-19 on gender pay reportingThe guidance from the Government website and

the Equality and Human Rights website provides

information on gender pay gap reporting for

employers who may have had changes to their

workforces as a result of coronavirus (COVID-19).

Employers who had employees receiving less than

full pay due to furlough leave on the snapshot date

will be excluded from the data when calculating:

• the average (mean) gender pay gap using

hourly pay

• the median gender pay gap using hourly pay

• the percentage of men and women in each

hourly pay quarter

Furloughed employees whose salaries were not

topped up to full pay, and so were on temporary

leave and being paid at a reduced rate should

be excluded from these three calculations.

All other reporting requirements remain unchanged.

The number of employees included in the calculations and that we will be reporting on is:

• 125 monthly employees who continued to work

during the snapshot date

• 136 weekly employees who were being paid

in full within the snapshot date

The total number of monthly paid employees in April 2020 was 413.

288 monthly employees were not counted as full pay

relevant employees – 2 were leavers, 13 were either

on maternity leave or sick leave and 273 were placed

on furlough leave.

The total number of weekly paid employees in April 2020 was 169.

Weekly paid employees commenced furlough leave

on 6 April 2020, the week following the snapshot

date. 33 weekly employees were not counted as full

pay relevant employees – 1 was on paternity leave

and 32 weekly paid employees were on sick leave

due to Covid-19 (either symptoms or self-isolation).

The mean gender bonus gap is -118.01% (2019: -87.8%) The median gender pay gap is -88.89% (2019: -250.4%)

The above tells us that females have a higher mean

and median hourly rate of pay than males.

Females who continued to work while others were

furloughed were receiving a higher hourly rate

of pay compared to the majority of weekly paid

male employees who’s roles were labourer and FLT

driver and so received a lower hourly rate of pay.

However, based on the methodology provided

by the Government, the figures may reflect

a distortion caused by employees being placed

on furlough leave in the pay period which

includes the snapshot date.

The proportion of male employees receiving a bonus

is 78.63% (2019: 63.9%) and the proportion of female

employees receiving a bonus is 90.81% (2019: 91.6%).

The mean and median percentage figures of

-118.01% (2019: -87.76%) and -88.89% (2019: -250.37%)

respectively is showing that females continue to receive

a higher bonus payment than males. Female employees

have historically occupied the sales roles at Gleeson and,

although we find that male employees are more attracted

to the construction based site roles, we have started to

see an increase in the site based roles – Assistant Site

Manager, FLT Driver and Apprentice Bricklayer – being

occupied by females.

The sales executive team are part of a commission

structure which allows them to earn a commission based

on reservations and exchanges plus an incentive bonus

based on a number of key performance indicators.

Over the last 12 months we have seen an increase

in males applying for and being offered a number

of field sales/sales executive roles.

-3.00% -2.00% -1.00% 0.00% 1.00% 2.00% 3.00%

2.29%

-2.02%

Mean full pay gender pay gap comparison

-50.00% -40.00% -30.00% -20.00% -10.00% 0.00%

-6.03%

-43.14%

Median full pay gender pay gap figure

April 2019April 2020

-118.01%

-150.00% -100.00% -50.00% 0.00%

-87.76%

Mean bonus pay gap comparison

-300.00% -200.00% -100.00% 0.00%

-88.89%

-250.37%

Median bonus pay gap comparison

April 2019April 2020

What is the data telling us?

These figures are shown below:

The mean gender pay gap is -2.02% (2019: 2.3%) The median gender pay gap is -43.14% (2019: -6.03%)

Our Gender Pay Gap Commitments Gleeson is an equal opportunities employer and will

never discriminate on the grounds of sex, race, religion

or belief, age, marriage or civil partnership, pregnancy

/maternity, sexual orientation, gender reassignment

or disability. We strive to pay employees equally for

the same or equivalent work, regardless of their sex

(or any other characteristic set out above).

We will continue to carry out pay and benefits audits

at regular intervals and managers who are involved in

these audits understand the background to pay and

benefits and how it impacts their staff.

Recruit Women into Construction

We continue to seek ways of recruiting more females

into the construction industry by working in partnership

with Women into Construction and Women in Property.

Although we have not been able to hold the onsite

events over the last 12 months we are committed

to having further networking events at Gleeson.

Gleeson Apprenticeship Programme

Back in March 2020 we had our first Gleeson

Apprenticeship week and March 2021 was no different.

We had two virtual apprentice events that invited all

prospective apprentices to understand Gleeson – our

business model, our culture and our apprentice vacancies.

We continue to look at other departments within the

business that could offer apprenticeship programmes

to have a balance of male and female apprentices.

TrainHR Compliance Training

Towards the end of 2020 we rolled out HR Compliance

Training to all our employees. We have focused on

a number of modules specifically with unconscious bias

training in mind for our line managers to help educate

them on how this may affect potential candidates

working for Gleeson.

Diversity, Inclusion and Equality is high on the agenda

over the next 12 months. We will reach out to various

networks, educate and raise awareness of the relevant

policies, frameworks and ongoing programmes.

RetainWe continue to look at roles that females occupy and

review how our succession planning programme fits

in with these roles including commencement of talent

mapping during 2020 which included placing many

of our employees within a performance versus potential

9 box grid. We intend to review these grids on

a 6 monthly basis.

We regularly review our current job descriptions

making sure that they are all inclusive. Any further initiatives will be reported in the annual report and on our website.

Pay Quartiles by Gender

Band A includes all of the company directors. Of the 12 directors/Heads of Departments, 8 are male. This band also

includes a large number of the higher earning managers. Male employees make up the majority of the management

team hence the 86.2% in the top quartile.

Band D shows a higher percentage of males to females due to labourers, Fork Lift Truck Drivers and apprentices being

included in this band.

Gender Pay Gap Report | 2021

DeclarationI, James Thomson, Chief Executive, confirm that

the information in this statement is accurate

Date: 2nd April 2021

Standard hourly rate places employees in the upper quartile

Standard hourly rate places employees in the upper middle quartile

Standard hourly rate places employees in the lower middle quartile

Standard hourly rate places employees in the lower quartile

Band A Band B Band C Band D

86.2% 53.8% 89.2% 86.4%

13.8% 46.2% 10.8% 13.6%

Male Female