Gender Pay Gap Report

Introduction

In accordance with UK Government requirements we report the gender pay gap for Ibstock Brick pie and Forticrete (i.e. our subsidiaries with more than 250 employees).

In addition to our regulatory requirements the following explains the gender pay gap across the whole of Ibstock pie which covers all subsidiary companies. The figures included are not reportable but provide a complete picture of the gender pay group across the Group.

As a building products manufacturer, Ibstock Brick has traditionally attracted a very high proportion of male employees, especially within factory based production roles. Office based support roles have a more even split of male and female employees, including high representation of women in customer support roles.

Our current employee population reflects the traditional nature of the industry, with 85 % of roles being occupied by men, including a high percentage of males employed in factory based production roles.

Although the results from our most recent analysis of our gender pay gap show little change in the proportion of women employed we continue work hard to encourage more females into the business. We firmly believe further continued action needs to be taken to increase the representation of women within our production facilities, which offer diverse roles suitable for all.

This gender pay gap data is a valuable tool to help understand why our own business and our industry are missing out on female talent. We see gender pay gap reporting as a critical step in our drive to attract, retain and develop a diverse workforce at Ibstock.

What impacts the pay and bonus gap at Ibstock?

Manufacturing and the Building Materials industries continue to face a challenge in attracting more women into the sector. Ibstock pie is no different in this regard.

Due to the demographics of our workforce, there is an under-representation of women holding managerial and senior roles in production and in central functions, which is the main factor causing our mean and median pay gaps in favour of men.

Bonus pay gaps are impacted by the following factors:

The vast majority of our people are employed in production with the roles filled predominantly by men. At Ibstock pie, the pay structure for production employees includes an element of variable pay which is linked to the delivery of production targets. This is captured in bonus pay. As a result, a higher proportion of male employees receive bonus compared to females (who on the whole are in salaried roles that have less variable pay elements).
Where women earn a bonus, it is earned based on company and personal performance, including women in senior management roles who participate in the management bonus scheme. This management bonus can contribute a significant proportion of overall pay and is of a higher amount than the weekly paid production bonuses. These factors result in a bonus gap in favour of women when looking in aggregate across the entire organisation.

Taking action

Our mean gender pay gap of 13% is better than the national average of 17.3%. However, as a consequence of the low representation generally of women in the business means the statistics are likely to be volatile between each year's reporting. However, we are committed to regular analysis and monitoring of pay where we will continue to work to remedy any gap that we have.

At Ibstock pie we are committed to providing equal opportunities and increasing the diversity of our workforce. We are already undertaking several initiatives to increase diversity across our business:

We know it will take a long-term commitment to significantly change the make-up of our workforce - and of the manufacturing sector. We will continue to drive these efforts to make Ibstock pie a diverse employer of choice.

Nicola Hale
Human Resources Director