CTS is a leading provider of construction materials testing, surveying and monitoring services to the UK construction, infrastructure and civil engineering industries.
Our people are vital to the success of the company and as such, we are committed to ensuring that everyone is treated equally across our entire business, including providing the same opportunities, career progression and reward for all.
In April 2023, we employed 509 people, across 11 sites in the UK.
|
TOTAL |
MALE |
FEMALE |
|
509 |
396 |
113 |
At CTS we recognise that we have a critical role to play in attracting and retaining women in roles within the construction sector. Whilst we take a gender-neutral approach to recruitment, we are committed to working hard to address the imbalance within our industry and continue to create an inclusive environment for all colleagues.
Our 2023 Results
|
MEAN HOURLY GAP |
MEDIAN HOURLY GAP |
|
6.71% |
2.89% |
|
MEAN BONUS GAP |
MEDIAN BONUS GAP |
|
-110.40% |
68.75% |
Proportion Receiving Bonus Pay
|
MALE |
9.82% |
|
FEMALE |
7.44% |
Pay Quartiles
|
|
LOWER |
LOWER MIDDLE |
UPPER MIDDLE |
UPPER |
|
MALE |
76.6% |
77.2% |
75.6% |
81.9% |
|
FEMALE |
23.4% |
22.8% |
24.4% |
18.1% |
What do these figures mean?
These figures show the gap between the average pay for men and average pay for women at CTS and represents the distribution of our workforce across different roles, experience and seniority.
Our gender pay gap is 6.71%, this has increased slightly from 4.5% on the previous year as shown in the table below.
With a workforce that is 77% men and 23% women , even relatively small changes in the distribution of genders across the pay quartiles can have a significant impact on the gender pay gap.
We maintain our focus on opportunity, inclusion, and fairness, but the demographics of the sector will remain a factor in our ability to significantly close the median and mean pay gaps.
Equally, whilst we have practices that encourage everyone to have the option to work flexibly, a large majority of our roles are site based due to the nature of our work and therefore cannot be undertaken remotely which has grown in popularity across many sectors.
Many of our senior roles are already carried out on a flexible basis which encourages inclusivity for all.
We can see a large negative mean bonus gap for bonuses in 2023, meaning on average women received higher value bonuses than men. This was due to an unprecedent organisational change, whereby the business was acquired. Key roles that supported the successfully delivery of this change were held by women.
|
|
MEAN |
MEDIAN |
|
CTS 2023 FIGURES |
6.71% |
2.89% |
|
CTS 2022 FIGURES |
4.5% |
4.2% |
|
CTS 2021 FIGURES |
12.6% |
-0.8% |
In conclusion
At CTS, we are dedicated to fostering an inclusive workplace where all employees are valued and compensated fairly, regardless of gender. We recognise the importance of addressing the gender pay gap, and we are committed to taking concrete steps to reduce it. For example, in 2024 we have commenced a more robust compliance programme that includes unconscious bias training for all. We have also committed to prioritising development spend for women who are looking to change or enhance STEM based careers, as we know this has a positive impact on the distribution of women into higher pay quartiles. Through ongoing analysis of our best practices, offering regular salary reviews, providing equal opportunities for advancement and promotion, and fostering a culture of diversity and inclusion, we aim to create a level playing field for all employees.
We will continue to take actions to address any gaps and also to take action through our wider policies and activities to make sure that all policies and practices are fair.