Legal & Business

TACKLING THE GENDER PAY GAP IN THE CONSTRUCTION INDUSTRY

Since gender pay gap reporting was introduced for companies in the UK with over 250 employees, the construction industry has continually reported one of the widest gender pay gap figures across all sectors. Alex Christen, Employment Lawyer at Capital Law, takes a closer look.

The 2021-22 figures were no exception, with the industry reporting a gap of 23.7%, meaning that women only received 76p for every £1 their male colleagues received. Layered on top of this is the fact that pay gaps in the public sector are wider than the private sector.

Why is the gap so significant?

The construction industry is predominantly male (in 2021, women made up 14.3% of the workforce) and women tend to occupy more of the lower-paid roles in the public sector. Both factors mean there is a lack of women in senior high-earning roles and, according to New Civil Engineer, 45% of women reported that the lack of female role models in higher positions has stunted their career paths.

A further contributing factor is that many construction roles are site based and involve early morning starts or night work reducing flexible working. This can cause a barrier for women who are statistically more likely to have childcare obligations to manage, as well as a career. Women also report a lack of inclusivity and ‘lad behaviour’ as putting them off either joining or progressing in the industry.

With productivity over recent years being a concern, now is the tie to focus on female recruitment and retention, to both boost productivity and, in time, reduce the wage gap.

How can construction companies help to close the wage gap?

The reporting requirement brings attention to the gender pay gap and places it firmly on employers’ agendas but, ultimately, it is the actions that employers take on the back of the reports that will bring about change. Unless action is taken by employers to actively reduce the gap, it is unlikely that any progress will be made.

A way that employers can take an active role is by encouraging women to enter the industry at all grades. This can be done by creating cultures where women feel supported, welcomed and encouraged to progress, and ensuring women are provided with appropriate working conditions and safe spaces to speak out about any gender-based discrimination they may be facing.

Another way is by implementing flexible working practices. This will allow women to manage both their career and other responsibilities, such as their family, and can also help to retain employees for longer, giving them opportunities to progress.

Employers should also review their approach to equality and diversity, tackling any perceived unconscious bias through training, and updating and refreshing equality policies. They could also consider introducing gender-inclusive hiring practices, such as removing genders from CVs whilst hiring, to avoid any unconscious bias.

One of the ways the gender pay gap can be addressed is by the industry taking positive action and embracing the changes required to encourage more women into the industry. 

Alex Christen is an Employment Lawyer at Capital Law. She advises businesses and individuals on all areas of employment law, as well as providing corporate immigration advice.