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Gender Pay Gap Report

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

AmcoGiffen 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.

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

This is AmcoGiffen’s fifth report and is for the snapshot date of 5 April 2021. On the snapshot date AmcoGiffen employed 1296 relevant individuals.

 Gender Balance

                               Female 11.65%                                                              Male 88.35%                                                                                                                                                                                

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

Category Percentage % Last Year % Change
Mean Gender Pay Gap 28.35% 29.97% -5.41%
Median Gender Pay Gap 29.83% 40.87% -27.01%
Mean Gender Bonus Gap 85.81% 57.05% +50.41%
Median Gender Bonus Gap 72.68% 66.12% +9.92%
% of Male Employees Receiving a Bonus 4.73% 5.80% -18.45%
% of Female Employees Receiving a Bonus 1.20% 1.81% -33.70%

Both the AmcoGiffen Mean and Median Gender Pay Gaps have improved during the period. This is primarily due to an increase in females within the two highest pay quartiles.

Pay Quartiles by Gender

Band Males Females Description
A 74.35% 25.65% Includes all employees whose standard hourly rate places them at or below the lower quartile
B 92.21% 7.79% Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median
C 92.88% 7.12% Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile
D 95.47% 4.53% Includes all employees whose standard hourly rate places them above the upper quartile

AmcoGiffen is committed to the principles 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.

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

The percentage of females within the lowest pay quartile reduced this year with increases in the two highest pay quartiles.

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

The mean gender pay gap for all jobs (according to the Provisional 2021 ONS figures) is 14.90%, while in the construction sector it is 9.30%.

The median gender pay gap for the all jobs (according to the Provisional 2021 ONS figures) is 15.40%, while in the construction sector it is 16.60%.

Comparisons with other organisations

  AmcoGiffen Provisional2021 ONS                          All jobs Provisional   2021 ONS                 Construction
Mean gender pay gap 28.35% 14.90% 9.30%
Median gender pay gap 29.83% 15.40% 16.60%



A number of organisations similar to AmcoGiffen have submitted Gender Pay Gap reports typically identifying a mean gender pay gap between 20% and 55% and a median gender pay gap between 21% and 62%.

What is AmcoGiffen doing to address its gender pay gap?

AmcoGiffen has had better success in attracting female applicants for roles in its support services. However, the proportion of women applying for operational, technical and senior management roles remains relatively low.

We believe that the reason for this is that in general, construction and civil engineering do not attract a sufficient number of females into the industry in order to fill the vacancies on offer.

AmcoGiffen is fully committed to promoting gender diversity in all areas of its workforce by various means including the following:

  • Encouraging females to apply for all vacant positions
  • Challenging recruitment agencies to actively seek suitable female applicants for all AmcoGiffen vacancies they deal with
  • Promoting AmcoGiffen and the civil engineering and construction industry in general, as an attractive career prospect regardless of gender, at various educational establishments and job fairs
  • Encouraging young female students at the AmcoGiffen Academy, established in close partnership with Barnsley College, to view the civil engineering and construction industry as an attractive career prospect and to sign up to the AmcoGiffen pre apprenticeship study programme
  • Encouraging females to apply for AmcoGiffen’s apprenticeship scheme
  • Working with the Railway Industry Association (RIA) and Women in Rail (WIR), our EDI Champion is working collaboratively with other similar organisations to champion equality and share best practice, working together to build an equal and fair high performing sector
  • Utilising our performance, development and talent management programmes
  • Utilising and expanding our enhanced family friendly policies
  • Observing the full “Real” living wage for all employees

In addition we have placed even greater focus on the wellbeing of all our employees this year during the COVID-19 pandemic and have provided additional communications, support and advice, created new wellbeing products and further promoted the services available to all.

  • Refreshing and updating our EDI Strategy
  • Delivering updated mandatory EDI training to all employees
  • Developing an EDI employee forum with representatives throughout the organisation to promote and improve equality across the organisation
  • Continuing to review our recruitment processes, including how we advertise roles, to reduce unintended gender bias in our adverts or job descriptions
  • Reviewing and improving our flexible working policies
  • Working with STEM Learning to increase our STEM Ambassador population and developing partnering schemes with various educational establishments, including a formal STEM ENTHUSE partnership, to raise the awareness of pupils, parents and teachers, of the different career opportunities available within construction and to help dispel any misconceptions and stereotypes
  • Launching a Graduate programme that will target diverse candidates

Any further initiatives launched throughout the year will be reported on the company intranet.

I, John Booth, Managing Director, confirm that the information in this statement is accurate.


Signed:  J.Booth                                                                  Date: 25 February 2022




AmcoGiffen Gender Pay Gap Report 2021-2022 (PDF, 649 KB)

This report is produced annually to help us understand the size and causes of pay gaps. We use it to capture improvements and actions put in place to address gender imbalance.

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