Barratt Developments PLC – Annual report – 30 June 2019
Industry: real estate
Strategic Report (extract)
Diversity and Inclusion
We aim to create a fair working environment that embraces diversity and inclusion. We recognise that housebuilding has not traditionally been the most diverse industry both in terms of gender and ethnicity. Our long term focus is to recruit and retain people with different backgrounds, beliefs, lifestyles and skills and ensure our business is representative of the communities in which we operate. We know more diverse teams mean a stronger and more dynamic business.
We have an active working party focused on delivering our Diversity and Inclusion strategy. Target areas such as gender and ethnicity have been identified and our aim is to improve in all areas over the next two years. We recognise that flexible working can help us retain talented employees and can be particularly beneficial for those with caring responsibilities. Our divisional offices now operate a more flexible approach to working.
The diversity policy relating to the appointment of PLC Directors is set out on page 83.
We are committed to an atmosphere that engenders equal opportunities for all. Selection for employment and promotion is based on merit, following an objective assessment of ability and experience of candidates, after giving full and fair consideration to all applications. We are also committed to ensuring that our workplaces are free from discrimination and that everyone is treated with dignity and respect. We strive to ensure that our policies and practices provide equal opportunities in respect of issues such as training, career development and promotion for all existing or potential employees irrespective of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, nationality, religion or belief, sex, and sexual orientation.
Every effort is made to retain and support employees who become disabled while working within the Group. Further details on.the Group’s diversity initiatives are available in the sustainability section of our website which is available from http://www.barrattdevelopments.co.uk/sustainability.
In April 2019, we published our second Gender Pay Gap report. The report identifies that as a Group, our mean pay gap stands at 6.0% and our median pay gap at 3.5%, which is low compared to the mean gender pay gap across the UK of 17.1%. Our mean bonus gap stands at 42.6% with our median bonus gap at -15.3%. Our negative median bonus gap exists because our sales team, which has a high proportion of female employees, has pay structures which include a significant bonus percentage. We will continue to work hard to close our gender pay gap and ensure we build a diverse, inclusive and attractive working environment for all our employees.