CLC was formed in 1969, and we have grown and diversified through the years to become a national provider of building maintenance, refurbishment, painting and fire stopping works. We employ around 900 people in the UK, and work predominantly in the construction sector.
We are committed to implementing principles which ensure that no one is treated less favourably than another because of their age, disability, pregnancy or maternity, race, religion or belief, gender or sexual orientation.
The UK Government introduced laws for companies with more than 250 employees to disclose their gender pay gap each year. We believe that this transparency will improve collective understanding of the complex factors that contribute to the gender pay gap within the relevant sectors of UK businesses.
Equal Pay and the Gender Pay Gap
The gender pay gap is the difference between the average pay of men and women across the business, irrespective of their role and seniority. It is different to equal pay, which measures whether men and women are paid the same for performing similar roles or work of equal value, as set out by The Equality Act 2010. Our gender pay gap is driven not by inequality but by a greater number of men in traditionally male-dominated construction and technical roles.
As can be seen from the data below, CLC have excellent equality of pay, but its gender pay gap is similar to many in the construction sector. The gender pay gap is not driven by unequal pay but by the uneven distribution of men and women across the business and the type of roles they do. Like other employers in the sector, we have a greater proportion of men in higher paid, traditionally male-dominated operational and technical roles. These form a significant portion of our workforce.
Equal Pay comparison
When considering employees who are doing broadly similar non-apprenticeship jobs, CLC has a mean average gender pay gap of -0.53%. The differential between different people in broadly similar roles is brought about by other factors such as geographical location and market rate in that location as well as experience and performance.
We have 897 Full Pay Relevant Employees (which is defined as employees who earned their usual full pay in the payroll period of 5 April 2017). This total is made up of 124 women (14% of total FPRE’s) and 773 men (86% of total FPRE’s).
- The mean gender pay gap for CLC is 31.0%
- The median gender pay gap for CLC is 32.4%
- The mean gender bonus gap for CLC is 69.0%
- The median gender bonus gap for CLC is 60.6%
- The proportion of male employees in CLC receiving a bonus is 23.46% and the proportion of female employees receiving a bonus is 54.74%.
Pay Quartiles by Gender
The figures set out above have been calculated using the standard methodologies used in the Equality Act (Gender Pay Gap Information) Regulations 2017.
Within the construction and engineering industries, the vast majority of candidates for roles from trade apprentices to senior contract managers are men. The UK Commission for Employment and Skills recognises that other professions needing high skill levels in STEM subjects (science, technology, engineering and mathematics) are also currently attracting fewer women. National demand for these skills is at an all-time high but the number of women studying and working in STEM remains low. Coupled with this is the physical challenges that are part of working as a tradesman in construction, which deters many women from entering the industry as an apprentice. The CITB state that currently only 2% of the trade workforce is female and 11% of professional and office staff are female. In CLC our trade workforce has less than 1% of female employees. However, 37% of our professional and office staff are female.
We confirm that our gender pay gap calculations are accurate and meet the requirements of the methodology set out in the Equality Act 2010 (Gender Pay Gap information) Regulations 2017.