Pay scandal: CITB campaigns on female construction workers pay.Beat The Cowboy Builder
The Construction Industry Training Board (CITB) is looking to take on a more active campaigning role and it is targeting the issue of female construction workers pay.
Data released by the Office of National Statistics (ONS) shows that, on average, women in construction are paid 12% less than their male counterparts in the same role. Among construction and building trades supervisors, the differential is as high as 33%.
The CITB hopes to roll out its ‘BeFair Framework’ initiative across the industry to address negative cultures and practices and all forms of discrimination to create a fair, inclusive and respectful industry for everyone.
The CITB has been working with diversity training specialist Constructing Equality to provide Be Fair assessments for 37 pilot companies of varying sizes.
Based on the hourly rates paid to men and women, ONS figures show that the five sectors with the highest pay differentials are:
- construction and building trades supervisors (33%)
- architects (25%)
- electrical and electronic technicians (24%)
- glaziers, window fabricators and fitters (24%)
- mobile machine drivers and operators (22%).
CITB fairness, inclusion and respect manager Kate Lloyd said: “What possible justification can there be for paying men and women different rates for doing what, to all intents and purposes, is the same job? As an industry, we need to address this issue, and fast. If we fail to bridge these wage gaps, we won’t be able to attract women into this industry or keep them. It’s as simple as that. The BeFair Framework, which will launch in June, will help construction companies be more aware of fairness, inclusion and respect issues including equal pay. It will help us to challenge the outdated perceptions of the construction industry so that we can create the workforce of the future.”
Constructing Equality managing director Chrissi McCarthy said: “We need to focus on retention and understand why women, compared to men, disproportionately leave the industry as their careers develop. Maternity is only responsible for a third of women leaving the sector so we must ask the question: ‘is the fact that we are paying women less, indicative of the fact that we value them less?’ If so, it’s likely that they will have noticed and we must therefore consider the impact that this has on their career choices.”
About time this issue was addressed