{"id":29452,"date":"2022-06-07T12:31:20","date_gmt":"2022-06-07T11:31:20","guid":{"rendered":"https:\/\/dev01.rmdkwikform.com\/gender-pay-gap-report\/"},"modified":"2022-06-07T12:31:20","modified_gmt":"2022-06-07T11:31:20","slug":"gender-pay-gap-report","status":"publish","type":"page","link":"https:\/\/dev01.rmdkwikform.com\/nz\/gender-pay-gap-report\/","title":{"rendered":"Gender Pay Gap Report"},"content":{"rendered":"

Introduction:<\/strong><\/p>\n

As part of our commitment to transparency and equality, Altrad RMD Kwikform presents the Gender Pay Review for the year ending 5th April 2023. This report assesses our progress in addressing gender pay disparities and aligns with the UK Government's reporting requirements.<\/p>\n

Organisational Context:<\/strong><\/p>\n

Aligned with the broader goals of the Altrad group, we aspire for our workforce to mirror the diversity of our customers and the communities we serve. It is crucial to emphasise that our compensation policies are designed to be gender-neutral, with no intentional differentiation based on gender. The identified gender pay gap primarily stems from the distribution of employees across various job levels.<\/p>\n

Workforce Composition:<\/strong><\/p>\n

The nature of our industry, construction, contributes to a workforce where 81.5% are male. This predominantly male composition influences our overall gender pay dynamics. Recognising this, we are actively working towards creating a more balanced and inclusive workplace.<\/p>\n

Pay Distribution:<\/strong><\/p>\n

In 2023, there was an increase in the number of females paid in the Lower Middle and Upper Middle quartiles, resulting in a reduced percentage difference within mean values and a higher median value from the previous year.<\/p>\n

Bonus Structure:<\/strong><\/p>\n

While the number of women receiving bonuses decreased by 2% in 2023, it is important to note that this reduction was attributed to a timing issue. Female new starters had not yet qualified for bonuses within the specified time frame. The relative numbers of females receiving bonuses remained consistent, accompanied by a diminished percentage difference in mean bonus gaps.<\/p>\n

Workforce Expansion:<\/strong><\/p>\n

Over the past 12 months, we have successfully increased our female headcount by 18%. This strategic growth aligns with our commitment to fostering a diverse and inclusive workforce at every organizational level within Altrad RMD Kwikform.<\/p>\n

Conclusion:<\/strong><\/p>\n

In conclusion we are confident in our efforts to bridge gender pay gaps and foster a workplace that values diversity and inclusion. The measures undertaken, including increased representation of women in various quartiles and ongoing recruitment initiatives, signify our dedication to building a brilliant, diverse workforce.<\/p>\n

This report demonstrates our commitment to transparency and continuous improvement, and we will continue to evolve our strategies to promote equality and diversity within Altrad RMDKwikform.<\/p>\n

Mark Pickard<\/p>\n

(UK Managing Director -\u00a0Altrad RMD Kwikform)<\/p>\n

Please click here<\/a> to view the Gender Pay Gap Extract Report from Altrad RMD Kwikform.<\/p>\n","protected":false},"excerpt":{"rendered":"

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