2020 Gender pay report Worley, UK
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
2020
Gender pay report
Worley, UK
We are committed to providing an environment
free of discrimination and bias. Where everyone
has an opportunity to maximize their potential
and fully participate in creating business
success. Where each person is valued, respected
and supported for their attributes, skills and
experience.
A message from our CEO
Chris Ashton
2020 | Gender pay report, Worley, UK 2
In this report:
Overview and key findings
Our diverse and inclusive business
Our UK team
Addressing the UK gender pay gap
The data
2020 | Gender pay report, Worley, UK 3
Overview and key findings
In the UK, Worley’s people work within one In late April 2019, Worley acquired Jacobs’
31.4 %
of two operating entities, reporting here Energy, Chemicals and Resourcing business.
under their respective business line names;
Worley Europe Ltd, better known as Worley
Since these people were not part of Worley
on the snapshot date of 5th April 2019, data Median bonus gap
37 %
Median pay gap
Energy & Chemical (E&C) Services UK, and for this population is not included within this Worley E&C UK Worley E&C UK
Worley Services UK Ltd., better known as report’s findings.
Worley Upstream, Midstream and LNG, Reflective of our industry, Worley has
Integrated Solutions (UMLIS) UK. proportionally fewer women in senior positions
Our E&C UK business is reporting for and higher job tiers.
the third year. The data shows a further This structural barrier means the average, and
improvement in the pay gap on last years
%
16.4 30.1%
median, female salary is less than the average
results. Although the improvement is male salary across the organisation (even
modest, it reflects a positive impact of though like-for-like job family and tier roles are Median bonus gap
non-salary review linked approaches, in Median pay gap
more equal between genders). Worley UMLIS UK
Worley UMLIS UK.
the face of small salary review budgets
being available. We have set targets to work at addressing this
imbalance and have made good progress over
Our UMLIS UK business is reporting for the last 12 months.
the second year. There has been a modest
widening of the gap at the mean point and a
modest reduction at the median point.
Bonus gap Pay gap
2020 | Gender pay report, Worley, UK 4Our diverse and
inclusive business
We believe in the benefits of a diverse and inclusive workplace.
We know diversity of thought, ideas and experiences contribute to innovation and encourage new
ideas to solve our customers’ challenges.
Indeed, diversity of background, skills, Our goals are to:
thinking and expertise is what helps us thrive
and develop our business to meet future • Foster a global community of Worley women.
needs. The Women of Worley network (WoW) is
an accessible and informative forum for
When we respect, value and support each
other, everyone has the opportunity to fully discussion and networking
participate and reach their full potential. • Raise the visibility of women in leadership
roles by highlighting and recognizing
It is important to think about what changes
achievements of women within the
we could implement in our workplace to
ensure everyone feels comfortable enough to organization
“bring their whole self to work”. • Provide a framework for development of
career planning, leadership, flexible work
This year, we have maintained the progress
of our diversity and inclusion plan as agreed arrangements and mentorship initiatives for
by our leadership team. female professionals.
2020 | Gender pay report, Worley, UK 5Change begins at the top
We are proud to have achieved our key leadership gender targets for 2019.
actual, 4 target, 25%
target, 3 actual, 26%
Non-executive directors Senior executive leadership
The acquisition of Jacobs Energy, Chemicals target of 30 per cent*). assessments across comparable roles, tiers and
and Resources (ECR) has notably impacted regions.
the makeup of the Group’s workforce with a Worley has a talent sponsorship program for
active development of our top female talent; Our global pay gap between male and female
significant addition of craft/hourly type roles. remuneration reduced approximately 3.7 per cent
last year, 46 per cent of the identified women
The availability of women in external labor participating in our talent sponsorship program (varying by office).
markets for many of these roles is low. Thus, progressed to next-step developmental roles. For manager and senior manager roles, the salary
the overall representation of women across the gap reduced by approximately 6 per cent and 1.6
Group has decreased to 18 per cent (against a In addition, we regularly conduct pay gap
per cent respectively.
2020 | Gender pay report, Worley, UK 6Our UK team
Energy & Chemical Aberdeen
Services, UK
Our E&C Services business line offers global
expertise to help clients develop, build and
Glasgow
maintain technically complex facilities across
the energy, chemicals and power sectors. ~1500
Our E&C Services include (greenfield and people
Stockton on Tees
brownfield) engineering, procurement, project
E&C Services
management, program management and
UK
operations. Leeds Grimsby
Manchester
Upstream, Midstream,
Great Yarmouth
LNG, Integrated Solutions,
(UMLIS) UK
Our UMLIS UK business offers a wide range of Gloucester
London
EPC, O&M, consulting and advisory services ~2500 Bristol
across the asset lifecycle.
people
Our services support greenfield and brownfield
assets, providing end-to-end services to our UMLIS UK
customers in the UKCS and globally. Office locations shown as of March 2020
Our site-based team account for around one third of our UK population
and are based at our customer’s onshore and offshore sites.
2020 | Gender pay report, Worley, UK 7Addressing the UK gender At all levels of the business, we are committed
pay gap to improving the gender balance in our
business and our industry.
In line with our global approach, our location
plan is driving ever-greater equality in the UK.
We have implemented key measures during
recruitment, and we provide ongoing career
Nicky Mason support, development and opportunities to
Operations the women of Worley.
Director, UMLIS UK
We are expanding our Talent Sponsorship
program.
Through this program, we have identified
top female talent who are sponsored by
members of the Group Leadership Team and
the level below. This is helping to accelerate
development opportunities, building a strong
women leadership pipeline and is encouraging
greater retention.
We are proactively identifying opportunities
for women.
Addressing leadership pipeline opportunities
for women, including talent and succession
management programs.
2020 | Gender pay report, Worley, UK 8We are addressing unconscious bias during We are working on key ways to bring more Where our work model permits, we are actively
recruitment and promotion. women into the industry, then attract them to promoting a culture of flexible working to enable
our business. employees of any gender to achieve a good work
We recognise the detrimental impact that life balance.
unconscious bias can have during the To bring more women into our future pipeline, This acts as an enabler for current and future
recruitment process. we are focusing on STEM activity across the UK. employees of either gender to continue
For example, women often carry lower We are actively involved in STEM activities and within their chosen career path when other
expectations and a lower opening position school’s partnerships within the local areas, with commitments arise.
when negotiating their salary. a view to encouraging our next generation of
We’re taking action to ensure all of our engineers into the industry, thus increasing the
recruitment & promotion processes reduce candidate pool in future and offering a better
inherent bias in selection processes. For gender balance.
example, using diverse selection panels. This
helps to ensure selection is fair from the
outset, and to reduce systemic gender bias for
those being recruited to or promoted within
the organization.
We are also inducting all hiring line mangers
and functional managers into the global
comprehensive job evaluation system.
We are training them to effectively use the
market intelligent pay banding, to ensure
pay is offered in line with the market value ‘Kids of Worley’
of the role and independent of the gender of at our Parent and
the candidate. Children STEM
evening.
2020 | Gender pay report, Worley, UK 9The data Worley E&C Services Worley UMLIS UK
Element Males Females Gap Males Females Gap
Worley’s full UK gender pay data for the 2019
period is shown, right.
Mean Pay 34.2% 21.7%
In the UK, Worley’s people work within one of
two operating entities, reporting here under
Median Pay 37.0% 30.1%
their respective business line names; Worley
Europe Ltd, better known as Worley Energy
& Chemical (E&C) Services UK, and Worley Mean Bonus 31.4% 17.9%
Services UK Ltd., better known as Worley
Upstream, Midstream and LNG, Integrated Median Bonus 69.1% 16.4%
Solutions (UMLIS).
In late April 2019, Worley acquired Jacobs’ % Rec. Bonus 27% 20% 16% 18%
Energy, Chemicals and Resourcing business.
Since these people were not part of Worley
Minimum to Lower 54% 46% 65% 35%
on the snapshot date of 5th April 2019, data
Quartile
for this population is not included within this
report’s findings. Lower quartile to 65% 35% 90% 10%
middle quartile
Middle quartile to 76% 24% 94% 6%
upper quartile
Upper quartile to 89% 11% 91% 9%
Maximum
Data reflects business snapshot at 5th April 2019
2020 | Gender pay report, Worley, UK 10You can also read
