Gender Pay Gap Report 2017

Measuring the Gender Pay Gap

The gender pay gap shows the difference in average pay between male and female employees regardless of the work they do. Equal pay relates to what male and female employees are paid for the same or similar jobs or work of equal value. There is a distinct difference between gender pay gap and equal pay.

This report has been published in accordance with Gender Pay Gap Reporting (GPGR) regulations under the Equality Act 2010 (Gender Pay Gap Information) Regulations. The regulations require companies to report GPGR statistics for separate legal entities in Great Britain with more than 250 employees. This report contains data for the entity of CEMEX UK Operations Ltd which employs approximately 2,800 employees across our different businesses including Cement, Readymix, Aggregates, Building Products and support functions. The snapshot date for the data is 5 April 2017.

The report focuses on 6 key elements:

  1. Mean gender pay gap
  2. Median gender pay gap
  3. Mean bonus pay gap
  4. Median bonus pay gap
  5. The proportion of males and females who received a bonus
  6. The proportion of males and females in each pay quartile

The mean gender pay gap is the difference between the average of male and female hourly pay. The median gender pay gap is the difference between the midpoints in the ranges of male and female hourly pay.

The method of calculating this information has been outlined by the UK Government and our results will continue to be published on our CEMEX website.

CEMEX has a robust process to ensure that we are fair and consistent with our pay levels. We conduct an annual review each year which requires senior operational managers and HR to approve and sign off.

Gender Pay Gap Results

UK Workforce

 

Gender Pay Gap 2017 

Mean Pay Gap

4.6%

Median Pay Gap

1.2%

 

 

The gender pay gap is largely due to that fact that our workforce is predominantly male. This is in-line with the demographics seen in the wider construction and building materials sectors which have historically struggled to attract women.

 

Pay Quartiles

Gender Pay Gap 2017

Gender Bonus Gap Results

Mean Bonus Cap

16.7%

Median Bonus Cap

17.7%

Proportion of workforce receiving bonus

Gender Pay Gap 2017

 

The gender pay gap exists as a result of our workforce being predominantly male. This is in line with the demographics seen in the wider construction and building materials sectors which have historically struggled to attract females.

The mean and median bonus pay gaps are driven by a lower proportion of females in senior management positions. Senior management roles have higher bonus targets and include long term share incentive plans which are factored into the bonus gap calculations.

We recognise that we need to promote and develop more females into leadership and senior management positions. Our initiatives are summarised further on in this report.

Bonus payments were received by 92.9% of females and 97.1% of males. The majority of our employees are on the General Bonus scheme which is paid in arrears in the April of the following year. Employees who joined CEMEX in December or after would not have been entitled to the bonus payment. The bonus calculations are based on bonus payments made in the 12 months to 5 April 2017 as specified by the regulations.

Work in progress to promote more females into our industry

CEMEX seeks to increase gender diversity in leadership positions by achieving higher female representation by 2020 with more females in leadership positions.

Diversity Working Committee

CEMEX UK is in the process of establishing a working party whose objective will be to identify and share best practice diversity initiatives. These initiatives are aimed at addressing challenges such as work life balance, benefits and career development opportunities for females.

Employee Value Propositions

We have adopted the process of segmenting our UK workforce in order to create Value Propositions and this methodology is helping us to really understand the needs and wants of our female employees.

Graduate Recruitment Programme

CEMEX plans to operate a graduate recruitment programme with a target to recruit 50% male and 50% female graduate intake in the next 12 months to address gender diversity talent and succession planning needs.

CEMEX Human Rights Self Assessment

CEMEX conducts a Human Rights Self Assessment aimed at identifying, preventing and mitigating adverse impacts on our ‘stake holders’ human rights across all countries. This effort is to identify human rights risks to avoid their occurrence or enable their remediation while establishing a regular monitoring process.

Declaration

We confirm the information and data reported is accurate as of the snapshot date 5 April 2017.

 


Michel Andre
CEMEX UK President 

Jill Delaney
UK HR Director 

 

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