Forrest is required by law to publish an annual gender pay gap report. This is Forrest’s report for the snapshot date of 5 April 2017.

  • The mean gender pay gap for Forrest is 16.4%.
  • The median gender pay gap for Forrest is 13.3%.
  • The mean gender bonus gap for Forrest is -88.2%.
  • The median gender bonus gap for Forrest is 0.0%.
  • The proportion of male employees in Forrest receiving a bonus is 6.2% and the proportion of female employees receiving a bonus is 4.3%.
  • Pay quartiles by gender (in table below):

 

Band Males Females Description
A 79.1% 20.9% Includes all employees whose standard hourly rate places them at or below the lower quartile
B 77.0% 23.0% Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median
C 83.0% 17.0% Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile
D 87.4% 12.6% Includes all employees whose standard hourly rate places them above the upper quartile

 

The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

What are the underlying causes of Forrest’s gender pay gap?

Forrest is an equal opportunities employer and offer a tiered salary structure, irrespective of gender. The reported pay gap is driven by Forrest operating within the construction sector, and we expect our data to be in line with the industry average.

All trainees and new staff are recruited under the same structure and their earning ability depends on their success and career progress. All employees are encouraged to develop and earn to their full potential. Any pay gap difference shown will be a result of differing roles and bandings.

What is Forrest doing to address its gender pay gap?

Forrest has taken the following actions to reduce the gender pay gap:

  • Increased focus on all staff development across the organisation including the re-launch of the Future Leader programme.
  • Revised the flexible working policy including the recruitment of a number of part-time senior positions.

 

I, Keith Reid, Chief Finance Officer, confirm that the information in this statement is accurate.

 

 

 

 

Date: 13.3.18