Every year organisations with 250 or more employees must publish data on their gender pay gap. The gender pay gap is a comparison of the average earnings for men and women regardless of the work they do.
Gender pay reporting can highlight where there are differences in representation in organisations. For instance, if an organisation has more men than women in well-paid senior roles and more women than men in less well-paid junior roles, then the average pay for men will be higher than for women and there will be a gender pay gap in favour of men. William Hare Limited take a simple approach by respecting each other and champion inclusion which is why the gender balance across our business is an important area of focus for us. Improving our gender balance is an important part of our ongoing commitment to give everyone the chance to make a difference.
We are pleased to report that based on the snapshot date of 5th April 2022, William Hare’s mean (average) pay gap of 4.96%, and well below the national average of 8.3% (based on ONS data for April 2022). Our median (middle) pay gap is 0.48% which is nearly equal across both genders.
William Hare Limited is committed to attracting, and retaining, skilled employees that best represent our diverse client base and the communities we serve. We understand that, in order to do this, we must continue to strive for a much more diverse and inclusive workforce, in every way.
Despite there being traditionally fewer women within the construction and engineering industry, with the majority of
senior roles being filled by men; we are seeing a marked change in this trend, and we want William Hare to be leading this change.
This is such a broad ranging area that we know there is still a lot we can do at William Hare Limited to drive change and reduce our gap over time so we will continue to:
We will continue to:
We will be:
I confirm the gender pay gap data contained in this report is accurate and has been produced in accordance with regulations.
Head of HR & Training
27th March 2023