Gender Pay Gap Statement Stantec UK Ltd Gender Pay Gap Reporting and Requirements of the UK Government In 2017, the UK Government introduced a mandatory requirement for all organisations in the UK with 250 or more employees to report annually on their gender pay gap. The gender pay gap is a high-level snap-shot of pay within an organisation and is calculated as the difference between the average salary of all the men and the average salary of all the women in a workforce. The Government Regulations require the pay gap information to be reported in a particular way: 1. Mean gender pay gap - Ordinary pay 2. Median gender pay gap - Ordinary pay 3. Mean gender pay gap - Bonus pay 4. Median gender pay gap - Bonus pay 5. The proportion of male and female employees paid a bonus 6. Proportion of male and female employees in the lower, second, third and higher pay quartiles The objective of the reporting is to identify if gender pay gap exists within an organisation and if so act as a trigger for further investigation about the reasons why the gap exists.
Stantec Facts and Figures We have calculated all of these figures by using our existing Human Resource and payroll records:
Gender pay gap - Mean Gender pay gap – Median 19.5% 25%
Bonus pay gap – Mean Bonus pay gap – Median
25% 40%
20% 30% of women received a bonus of men received a bonus
Pay Quartiles
14% Top Quartile 86% Top Quartile 21% Upper Middle Quartile 79% Upper Middle Quartile 33% Lower Middle Quartile 67% Lower Middle Quartile 41% Lower Quartile 59% Lower Quartile Understanding Stantec’s gender Flexible working pay gap Flexibility is one of the key attractions of working at Stantec’s current (mean) gender pay gap is 19.5%. Stantec, and a significant factor in our people staying As a comparison the UK Government figures show a with us. This flexibility helps parents and carers to fulfil national average (mean) gender pay gap in 2016 of their personal responsibilities as well as professional 18.1%. ambitions. For women who are returning to work, the flexibility is especially valuable. It is important here, not to confuse gender pay gap with equal pay. Equal pay, where men and women receive Back-to-work schemes equal pay for equal work, is a long established principle Stantec supports women who wish to have a family in the UK and Stantec pays men and women equally for and recognises the challenges that can bring when the same role. However it is a fact that there are more considering a return to work. We have therefore men than women at all levels within Stantec and this is enhanced maternity pay and give a bonus six months the key reason for our gender pay gap. after returning from maternity leave, to help support the family financially but also to help to keep key skills in the company. This is reflected in a 100% return rate Where we go from here of women who went on maternity leave in or during the last 12 months. For Stantec, a reduction in the gender pay gap will only be achieved through a more even distribution of men Career progression of women and women from junior through to senior levels within There are no organisational barriers to women our organisation. We understand that in Stantec we progressing in Stantec. Our Managing Director is a have more men than women and it is something we are woman, as is our Engineering Director, Finance Director, actively working on to improve. We continue to work HR Director and Legal Director. Women feature on a range of initiatives to bring more women into the strongly in the leadership of the company and in key company at all levels and also ensure that our current roles throughout our business. women employees have the opportunity to develop their talents and achieve the career progression they desire. We have highlighted some of those initiatives we are I confirm that this statement is accurate to the best of currently progressing below: my knowledge and belief. Education We continue to promote engineering professions to Signed: women through our links with universities and through our links with schools where we actively promote and encourage STEM subjects for girls. For example, Stantec runs an initiative “Pathways to engineering” where our graduates link with schools to promote engineering, and promote the careers available for all, including women. Cath Schefer, Managing Director of Stantec UK Limited Recruitment We are an equal opportunities employer and review all our advertisements for any gender bias. We will always choose the right person for the role and we will never refuse a candidate based on their gender. We have rolled out unconscious bias training across our workforce, but particularly for our staff involved in recruitment. Ensuring that advertisements and images are actively promoting women and demonstrating that working within the industry can be equally enjoyable for women and men is something we aim for. Our relationships with recruitment agencies drive through the gender agenda, ensuring that they understand and adhere to our commitment to bringing women into the industry. Our apprentice and graduate recruitment and development programmes take a proactive approach to encouraging young women into the industry. We also gather insights into when, why and if women drop out through the application process and track this progress. Design with community in mind
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