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:
- Mean gender pay gap
- Median gender pay gap
- Mean bonus pay gap
- Median bonus pay gap
- The proportion of males and females who received a bonus
- 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
Mean Pay Gap
Median Pay Gap
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.
Gender Bonus Gap Results
Mean Bonus Cap
Median Bonus Cap
Proportion of workforce that received bonus payment
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.