Gender Pay Gap Report 2018

Introduction

At CEMEX, we believe in building a better future for everyone. The growth and success of CEMEX is directly attributed to the people we employ.

Our talented people are the foundation on which our company stands. Coming from different countries, cultures and backgrounds, this diversity makes CEMEX a stronger, more exciting environment in which to excel.

CEMEX is committed to creating a culture that is respectful and promotes inclusivity and equality of opportunity for all.

We are focussed on attracting individuals from the widest talent pool, encouraging career progression within CEMEX and rewarding people fairly.

Measuring the Gender Pay Gap

Following our 2017 Gender Pay Gap Report, we continue to be committed to creating a fair, diverse and inclusive place for people to work.  CEMEX has robust processes to ensure fairness and consistency with our benefits and compensation packages relative to an individual’s role and level in the organisation.

UK gender pay reporting legislation requires businesses with 250 or more employees to publish annual calculations focusing on 6 key elements:

  • Mean gender pay gap
  • Median gender pay gap
  • Mean bonus pay gap
  • Median bonus pay gap
  • The proportion of men and women receiving a bonus
  • The proportion of men and women in each quartile of the organisation's pay structure

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 2018.

A gender pay gap should not be confused with equal pay. Equal pay is concerned with ensuring that women and men are paid the same for the same work or for work of equal value. The gender pay gap is the difference in the average hourly rate of pay for all women compared with all men, irrespective of their role in the business, expressed as a percentage of men's average pay. The method of calculating this information is set out in the legislation.


UK Workforce

Mean Pay Gap

4.4%

Median Pay Gap

0.1%


Pay Quartiles


Gender Bonus Gap Results

Mean Bonus Gap

17.8%

Median Bonus Gap

18.9%

Proportion of the workforce that received a bonus payment


The differential in gender pay continues to be reflective of our workforce. Whilst we have made some progress in increasing the % of females in the upper and upper mid quartiles in 2018 compared to 2017, we continue to recognise the ongoing challenges involved in improving that representation further, given the inherent imbalance of gender distribution across the sector.

Our median pay gap in 2018 shows that we are moving in the right direction and more closely aligned, with men receiving 0.1% more than women, compared to 1.2% in 2017.

The proportion of men and women receiving a bonus is consistent with the previous year. These gaps continue to be influenced by higher basic salaries and eligibility levels for senior roles. Additionally, 81% of our part-time roles are occupied by female employees. As the formula requires us to include actual bonuses paid, pro-rated bonuses reflecting actual hours worked also increases the gap.

Every employee is invited to take part in a bonus scheme; however, a small percentage of employees would have missed the qualifying period for the year relating to this report and the schemes are also subject to other conditions, which explains why there is under 100% representation.

Our Actions

In 2017 we communicated our vision to have more women in leadership positions and whilst we recognize that we still have work to do, our data shows a small improvement in this area. We will continue to examine and review how we recruit, retain and develop women at every stage in the employee lifecycle.

In addition, we are engaging with industry and public sector bodies to encourage potential employees – both male and female – to view the sector as an aspirational career choice, covering a number of disciplines. There are many opportunities in CEMEX UK, with a wide variety of careers available that women may not have traditionally considered, such as quarry manager, large goods vehicle driver, landfill expert, concrete technician and environmental manager.

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Attracting More Females

We are promoting female growth globally through various leadership programmes and since 2012, fifty of our high potential female talent have participated, receiving mentoring from our top executives while in programme.

We take a gender-neutral approach to recruitment at all levels and focus on the suitability of the candidate for the job. We are actively appointing female talent into apprenticeship, trainee management, technical and operational based roles. This ensures we have more women developing through our business and facilitates promotion of female employees into developmental and higher-level roles.

We use videos and imagery on social media channels to actively promote the positive impact females have in our organisation and publicise the careers which are available to encourage more young women to consider working within the construction and quarrying industry.

We are building our engagement with industry bodies and educational establishments to reflect the opportunities and successes of a career within our business, so that we help attract more young women to CEMEX.

Declaration

I confirm the information and data reported is accurate as of the snapshot date 5 April 2018.

Vishal Puri
UK Legal Director