GENDER PAY GAP REPORT

2018
 SNC-LAVALIN GENDER PAY GAP REPORT 2018 | 01

At SNC-Lavalin, we pride ourselves on acting with integrity; doing the right thing,
no matter what, and holding ourselves accountable for our actions. From the highest
levels of leadership and in collaboration with our employees, we strive to cultivate
a diverse and inclusive work environment where opportunity knows no distinctions and
people are empowered to realise their full potential as important members of our team.

We welcome the UK Government’s requirement for large organisations to be more

transparent on the topic of gender pay. In this report, we share the results of the latest
gender pay gap analysis for the three legal entities that SNC-Lavalin operates in the UK.
I confirm that the information and data we’re publishing is accurate as of the snapshot
date of 5 April 2018.

Philip Hoare
CEO, UK & Europe
Engineering, Design & Project Management
SNC-Lavalin
 SNC-LAVALIN GENDER PAY GAP REPORT 2018 | 02

ABOUT THE GENDER PAY GAP

STATISTICS
In response to regulations introduced in 2017, every
UK organisation with 250 employees or more must
publish its gender pay data annually. Following the
acquisition of Atkins in July 2017 and in conjunction Gender pay is
with these guidelines, SNC-Lavalin is reporting data different to equal pay.
Equal pay is about paying men
for the following employment entities in the UK as
and women the same salary for the
of the snapshot date of 5 April 2018: Atkins Ltd, same or similar roles. We are confident
Faithful+Gould Ltd and SNC-Lavalin Rail & Transit Ltd. that men and women are paid equally for
doing equivalent jobs across our business.
We continue to take action to address any
issues and to make sure our policies and
practices are fair. This includes
actively reviewing decisions
around our annual
performance, pay
and bonus The median
The mean activities. gender pay gap is determined
gender pay gap by ordering the individual hourly
is the difference between rates of pay for all men and women
the average hourly rate of pay from the lowest to the highest and then
of women compared with men calculating the difference between the middle
in a company. This is expressed number in the male and female range for
as a proportion of men’s each entity. This is expressed as
hourly rate of pay. a proportion of the male’s
median hourly rate
of pay.
 SNC-LAVALIN GENDER PAY GAP REPORT 2018 | 03

OUR ORGANISATIONAL
CONTEXT
Like most companies in the engineering and
construction sector, our gender pay gap is largely
a reflection of the disproportionate ratio of men to
women in our business, particularly within our senior
population. Just under three quarters of our combined
UK workforce is male and in senior positions, men
outnumber women by more than four to one. Senior
roles command higher salaries and variable pay,
with bonus payments and share awards often linked
to these salaries. In addition, a greater proportion
of women work part-time hours under our flexible
working arrangements. As salaries of part-time
workers are pro-rated based on their working pattern,
this also contributes to the gender bonus pay gap
figures that we have reported.

Atkins Ltd Faithful+Gould Ltd SNC-Lavalin Rail & Transit Ltd

TOTAL TOTAL
HEADCOUNT
TOTAL
HEADCOUNT HEADCOUNT

915 490
6878

Gender split Gender split Gender split

28%
FEMALE
72% MALE
24%
FEMALE
76% MALE
23%
FEMALE
77% MALE
 SNC-LAVALIN GENDER PAY GAP REPORT 2018 | 04

OUR CONTINUED PROGRESS

TOWARDS CLOSING THE GAP
While our overall gender pay gap has remained
relatively static and in line with the industry average,
we’re starting to see some positive trends which
suggest that the actions we’re taking to address the
balance of women in our mid-to-senior roles – such
as unconscious bias training and our award-winning
Women’s Development Programme – are having an
impact. We’re particularly pleased to report an increase
in the proportion of women in the Upper Middle Pay
Quartile in all three of our UK entities (Atkins Ltd:
+3%, Faithful+Gould Ltd: +6% and SNC-Lavalin Rail &
Transit Ltd: +6%).
We know we still have work to do to replicate this
success across the other pay quartiles and since
publishing our 2017 report, the CEO of our largest
business unit in the UK has held employee roundtables
to gather views on how we can improve our gender
balance at all levels. Actions from these sessions
that we’ll be taking over the coming months include
simplifying our flexible working policy and processes,
developing innovative ways to sponsor talent,
championing our new STEM returners programme, and
enhancing the capability of our managers to enable a
more diverse and inclusive workforce. The ideas that
were put forward in these sessions have also been
included in our updated Diversity & Inclusion plan
which involves all businesses that operate in the region.
In addition to initiatives which support the
progression of women in their careers, we’re also
committed to setting our industry up for long-term
success by tackling gender balance within our
early careers population. In 2018, we maintained
our intake of 31% female graduates and grew our
intake of female apprentices from 21% to 26%. It’s
an achievement that we’re proud of considering that
on average, only 15% of undergraduate engineering
students in the UK are female.
Gender balance is an important issue for us and
one that we’re determined to get right through
strong leadership, engaging with our employees
and collaborating with our industry partners. All our
employees deserve to be part of a diverse and inclusive
workforce and continuing to address our gender
imbalance remains a key part of achieving that goal.

Tackling gender balance within our early carers population in 2018

31%
FEMALE
26%
FEMALE
GRADUATES APPRENTICES

GRADUATE APPRENTICE
PROGRAMME PROGRAMME

FEMALE
EMPLOYEES
 SNC-LAVALIN GENDER PAY GAP REPORT 2018 | 05

OUR RESULTS AT A GLANCE

ATKINS LTD
Gender pay gap analysis Proportion of staff With a bonus gap of
receiving a bonus

MEAN 21% MEAN 51%

20% 25%
48% 43%
MEDIAN MEDIAN

PROPORTION PROPORTION
The mean pay of men is 21% higher OF MALES OF FEMALES The mean bonus pay of men is 51% higher
than that of women than that of women

The median pay of men is 20% higher 48% of all men and 43% of all women The median bonus pay of men is 25% higher
than that of women received a bonus than that of women

Proportion of employees in each pay quartile

Quartiles represent the pay rates from the lowest to the highest for our UK employees,
split into four equal sized groups with the percentage of men and women in each quartile.

Female 15% Female 24% Female 33% Female 39%

Male 85% Male 76% Male 67% Male 61%

UPPER LOWER
UPPER MIDDLE MIDDLE LOWER
QUARTILE QUARTILE QUARTILE QUARTILE
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OUR RESULTS AT A GLANCE

FAITHFUL+GOULD LTD
Gender pay gap analysis Proportion of staff With a bonus gap of
receiving a bonus

MEAN 29% MEAN 65%

27% 17%
51% 27%
MEDIAN MEDIAN

PROPORTION PROPORTION
The mean pay of men is 29% higher OF MALES OF FEMALES The mean bonus pay of men is 65% higher
than that of women than that of women

The median pay of men is 27% higher 51% of all men and 27% of all women The median bonus pay of men is 17% higher
than that of women received a bonus than that of women

Proportion of employees in each pay quartile

Quartiles represent the pay rates from the lowest to the highest for our UK employees,
split into four equal sized groups with the percentage of men and women in each quartile.

Female 10%
Female 22% Female 24% Female 39%
Male 90% Male 78% Male 76% Male 61%

UPPER LOWER
UPPER MIDDLE MIDDLE LOWER
QUARTILE QUARTILE QUARTILE QUARTILE
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OUR RESULTS AT A GLANCE

SNC-LAVALIN RAIL & TRANSIT LTD
Gender pay gap analysis Proportion of staff With a bonus gap of
receiving a bonus

MEAN 36% MEAN 83%

42% 92%
47% 46%
MEDIAN MEDIAN

PROPORTION PROPORTION
The mean pay of men is 36% higher OF MALES OF FEMALES The mean bonus pay of men is 83% higher
than that of women than that of women

The median pay of men is 42% higher 47% of all men and 46% of all women The median bonus pay of men is 92% higher
than that of women received a bonus than that of women

Proportion of employees in each pay quartile

Quartiles represent the pay rates from the lowest to the highest for our UK employees,
split into four equal sized groups with the percentage of men and women in each quartile.

Female 5%
Female 15% Female 21% Female 50%
Male 95% Male 85% Male 79% Male 50%

UPPER LOWER
UPPER MIDDLE MIDDLE LOWER
QUARTILE QUARTILE QUARTILE QUARTILE
 SNC-LAVALIN GENDER PAY GAP REPORT 2018 | 08

DEMOGRAPHICS OF OUR ORGANISATION

Atkins Ltd Faithful+Gould Ltd SNC-Lavalin Rail & Transit Ltd

Gender split Gender split Gender split

28%
FEMALE
72% MALE
24%
FEMALE
76% MALE
23%
FEMALE
77% MALE

Total headcount Total headcount Total headcount

10%
PART-TIME
6%
PART-TIME
10%
PART-TIME

6878 915 490

TOTAL HEADCOUNT TOTAL HEADCOUNT TOTAL HEADCOUNT

90%
FULL TIME
PEOPLE
WORKING
PART-TIME
29% 94% FULL TIME
PEOPLE
WORKING
PART-TIME
21% 90% FULL TIME
PEOPLE
WORKING
PART-TIME
42%
MALE MALE MALE

690 57 48

71%
FEMALE
79%
FEMALE
58%
FEMALE

People working People working People working

part-time part-time part-time
 SNC-LAVALIN GENDER PAY GAP REPORT 2018 | 09

OUR ORGANISATIONAL CONTEXT

Like most companies in the engineering and
construction sector, our gender pay gap is largely
a reflection of the disproportionate ratio of men to
women in our business, particularly within our senior
population. Just under three quarters of our combined
UK workforce is male and in senior positions, men
outnumber women by more than four to one. Senior
roles command higher salaries and variable pay,
with bonus payments and share awards often linked
to these salaries. In addition, a greater proportion
of women work part-time hours under our flexible
working arrangements. As salaries of part-time
workers are pro-rated based on their working pattern,
this also contributes to the gender bonus pay gap
figures that we have reported.

Atkins Ltd Faithful+Gould Ltd SNC-Lavalin Rail & Transit Ltd

Total headcount Total headcount Total headcount

6878 915 490

TOTAL HEADCOUNT TOTAL HEADCOUNT TOTAL HEADCOUNT

Gender split Gender split Gender split

28%
FEMALE
72% MALE
24%
FEMALE
76% MALE
23%
FEMALE
77% MALE