Gender Pay Report 2025

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 rewards for all.

In April 2024, we employed 357 people across 11 sites in the UK.

The gender split for 2023/24 was as follows:

At CTS, we recognise that we have a critical role to play in attracting and retaining women in 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 2024 Results

Proportion Receiving Bonus Pay

Pay Quartiles

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 9.35%, which has increased slightly from 6.71% on the previous year as shown in the table below. 

With a workforce that is 74% men and 26% women, even relatively small changes in the distribution of genders across the pay quartiles can have a significant impact on the gender pay gap.

The ratio of men to women has increased slightly following an internal restructure within the group, which saw a number of female colleagues from the upper quartile move into new positions outside of CTS some, still within the Phenna Group. 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 (field) based, which, due to the nature of the work, cannot be undertaken remotely, a practice which has grown in popularity across many sectors since the covid outbreak.

Many of our senior roles are already carried out on a flexible basis, which encourages inclusivity for all.

We can see a negative mean bonus gap for bonuses in 2023, meaning, on average, women received higher-value bonuses than men. This was due to an unprecedented organisational change, whereby the business was acquired. Key roles that supported the successful delivery of this change were held by women. The number of women receiving a bonus is smaller this year than it has been in previous years and this is due to the ratio of men to women increasing following the internal restructure.

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.