Gender Pay Gap Report 2019

Founded in 1961, the Higgins Group is a family run Group of Companies, with values focussed on the needs of Clients and the well-being of staff. We have built a reputation as one of the most forward thinking construction companies in the UK. Recruiting and retaining good people has been central to Higgins’ success for over 50 years. We understand the importance of career development and training for every individual at every level and are continuously investing in new training and development initiatives.

We believe that creating an environment where people can work, grow and succeed, irrespective of their gender, is vital to our success.

The Higgins Group is an equal Opportunities employer and strives to pay employees equally for the same, or equivalent, work.

Whilst acknowledging that we do have a gender pay gap, it should be highlighted that we operate in the construction industry, which has historically been male dominated and this gap is the result of the roles in which men and women work within the industry and the salaries that these roles attract

The Directors of all Group companies are male and are incentivised with a bonus structure that forms a significant part of their remuneration package. Furthermore, the working shareholders, who are also Directors, have elected to receive bonus in lieu of dividend return on their investment. This has a significant impact on the mean gender ‘bonus’ gap.

The under representation of women in senior management roles remains the major contributory factor to our current pay gap and we still have more women in our lower pay quartile than there are in both the upper middle and the upper quartiles combined. This gender imbalance continues to significantly contribute to our current gender pay gap. We will continue to look at ways to attract and select more women into senior roles to gain a higher percentage of female representation into both management level and senior management roles across the business.

We recognise that whilst the construction industry generally attracts a higher proportion of males into the workplace and that site based construction roles, which include site management and a wide range of weekly paid skilled and non-skilled operative roles still tend to be dominated by men, Higgins is committed to addressing gender representation and supporting women in the workplace.

We are continuing to recruit Management Trainees across the business and are hopeful that we can encourage equal interest from both males and females of school leaving age who are considering a long term career in the construction industry.

Higgins Group PLC has calculated its gender pay gap report at April 2018 and the results are as follows:

Overall Pay Gap

Overall Pay Gap20182017
% Median 35.08 32.41
% Mean 46.56 40.05

Pay Quartiles by Gender

Quartile% Males% Females
Lower 69.66 30.34
Lower Middle 69.66 30.34
Upper Middle 80.90 19.10
Upper 95.56 4.44

Bonus Gap

% Median 37.57
% Mean 94.30

Receiving Bonus

64.04% Males
79.27% Females

We confirm that the gender pay gap data for Higgins Group PLC is accurate and has been produced in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017

Mark Francis

Group Finance Director

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