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.
Under Government legislation it is now statutory for organisations with 250 or more employees to annually report on their gender pay gap.
The six key metrics required by the legislation are as follows:
Following the above principals of the six key metrics for Higgins Group, the figures have been calculated and are shown as follows:
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.
We recognise that whilst the Construction industry generally attracts a higher proportion of males into the workplace, Higgins is committed to addressing gender representation and supporting women in the workplace.
More men than women apply for roles within the industry and we will continue to look at development opportunities and 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 will continue to promote career development practices within the Company, to ensure that there are opportunities for women to move up the career ladder;
We will continue to support all our employees, across all roles, to enable them to reach their full potential.
Produced Monday 26th March 2018
One Langston Road
Essex IG10 3SD