Gender Pay Gap Report 2019

Gender Pay Gap 2019

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

We continue with many efforts 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 2019.

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.

Gender Pay Gap Results

UK Workforce

Mean Pay Gap

Median Pay Gap

Pay Quartiles

Mean Bonus Gap

Median Bonus Gap

Proportion of the workforce that received a bonus payment

The differential in gender pay continues to be reflective of our workforce and an Organisational structure change at the start of 2019 has impacted on the significant positive changes in some areas from 2018, most notably in our median pay gap in 2019 showing women are receiving 1.9% more than men, compared to 2018 where men received 0.1% more than women.

Despite this we continue to maintain an inherent imbalance of gender distribution which is replicated across the sector, but we have continued our efforts to increase the % of females in the lower mid, upper and upper mid quartiles in 2019 as we recognise the ongoing challenges involved in improving female representation.

The proportion of men and women receiving a bonus is consistent with the previous year. The gaps continue to be influenced by higher basic salaries and eligibility levels for senior roles although we believe that our organisational structure change has had a positive impact. Also in 2019 the % of our female work force in part-time roles has reduced to 72%, which is positively influencing results, as the reporting formula requires us to include actual bonuses paid, with pro-rated bonuses reflecting actual hours worked.

Every employee continues to be 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

We continue to examine and review how we recruit, retain and develop women at every stage in the employee lifecycle. We have seen some key appointments of female employees at all levels in 2018/2019 including Apprentice Tanker Drivers, Sales Executives, Transport Planning and Procurement roles, which have also historically been occupied by men. We continue to focus our efforts on recruitment to capitalise on this progress.

We have also seen female growth globally with the appointment of our first female independent Board of Directors member.

Following the launch of our Global Diversity and Inclusion Policy in 2018, we are hitting some key goals set as part of this policy including seeing between 20% and 45% female participation in our leadership and learning and development programmes, including those which bring young talent into the business. Unconscious bias training continues in the business for all managers at every level.

Attracting More Female Employees

Showcasing “Women in Leadership” as part of a global focus on building diversity and featuring inspirational stories of career progression and success from the perspective of women working in Cemex.

International Women’s Day events, including discussions with people currently in our business and newly recruited on perceived barriers to entry and progression for females in Cemex and the wider industry, focusing on generating ideas for the future.

We also continue to:

  • promote female career growth and development globally through various leadership programmes, supported by mentoring from senior male and female executives.
  • take a gender-neutral approach to recruitment at all levels, focusing on merit.
  • actively target the appointment of future female talent into apprenticeship, junior management, technical and operational based roles.
  • utilise employee advocacy and imagery on social media channels to highlight our commitment to a diverse and inclusive workforce and career opportunities for women in Cemex.
  • grow our engagement with industry bodies and educational establishments to promote career paths in our sector and encourage more young women to consider them.

Declaration

I confirm the information and data reported is accurate as of the snapshot date 5 April 2019.

Vishal Puri
UK Legal Director