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Gender Pay Gap Report

Amalgamated Construction Ltd (hereafter referred to as AMCO) provide a diverse range of specialist construction and multi-discipline engineering services. We create and maintain assets for both public and private sector customers in the specialist sectors of rail and engineering throughout the UK.

AMCO works collaboratively with its customers and has evolved through a combination of structured acquisition and organic growth into a 'contractor of choice'. Our business relationships are based on trust, mutual respect, best value, whole life costs and continuous improvement.

AMCO's experience includes working on live assets such as rail, power generation, electricity distribution, clean water, flood defence and waterways.

The first report is for the snapshot date of 5 April 2017 with annual reporting thereafter. On the snapshot date AMCO employed 979 relevant individuals.

Gender Balance

Male: 86.6%, Female: 13.4%

The figures set out below have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

CategoryPercentage
Mean Gender Pay Gap 27.8%
Median Gender Pay Gap 24.0%
Mean Gender Bonus Gap 82.0%
Median Gender Bonus Gap 98.9%
Proportion of Male Employees Receiving a Bonus 48.2%
Proportion of Female Employees Receiving a Bonus 7.0%
BandMalesFemalesDescription
A 68.8% 31.2% Includes all employees whose standard hourly rate places them at or below the lower quartile
B 93.9% 6.1% Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median
C 88.5% 11.5% Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile
D 95.5% 4.5% Includes all employees whose standard hourly rate places them above the upper quartile

AMCO is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability.

There is a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above).

How does AMCO's gender pay gap compare with that of other organisations?

The mean gender pay gap for the whole economy (according to the October 2017 Office for National Statistics (ONS} Annual Survey of Hours and Earnings (ASHE) figures) is 17.4%, while in the general civil engineering sector it is 17.3%.

The median gender pay gap for the whole economy (according to the October 2017 ONS ASHE figures) is 18.4%, while in the general civil engineering sector it is 16.7%.

Comparisons with other organisations

AMCO2017 ONS ASHE whole sector2017 ONS ASHE civil engineering sector
Mean gender pay gap 27.8% 17.4% 17.3%
Median gender pay gap 24.0% 18.4% 16.7%

There is currently very limited data available that is comparable to the activities AMCO undertakes. However, a number of similar organisations have submitted Gender Pay Gap reports typically identifying a mean gender pay gap between 21.3% and 28% and a median gender pay gap between 20.9% and 39.8%.

What is AMCO doing to address it's gender paygap?

AMCO is successful in attracting female applicants for roles in its support functions. However, the proportion of women applying for operational,technical and senior management roles is relatively small.

It is the belief that the reason for this is that in general, Construction and Civil Engineering do not attract females into the industry.

AMCO is fully committed to promote gender diversity in all areas of its workforce including the following:

  • Promoting AMCO, and the civil engineering and construction industry in general, as a an attractive career prospect regardless of gender at various educational establishments and job fairs
  • Encouraging females to apply for AMCO's apprenticeship scheme
  • Observing the full living wage for all employees.

None of these initiatives will, of itself, remove the gender pay gap - and it may be several years before some have any impact at all.

In the coming year, AMCO is also committed to:

  • reviewing its policy on flexible working
  • further developing school-partnering schemes with local secondary schools, to raise school age people's awareness of the different career opportunities available within construction, and to help dispel any misconceptions and stereotypes
  • developing new guidelines for managers on supporting employees prior to, during and on return from maternity and other parental leave, to be backed up by training for all line managers and senior managers.
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