FAQs

What is a pay gap? And does having a pay gap mean we not have equal pay?

The gender pay gap refers to the difference in average earnings between men and women across the organization expressed as a %. Equal pay is the specific legal requirement that men and women must receive equal pay for equal work or work of equal value as detailed in the Equality Act 2010. Therefore, it is possible to still have a gender pay gap whilst upholding equal pay.

How do we calculate the gender pay gap?

We calculate our gender pay gap in line with the statutory guidance issued by the UK government. It is calculated by comparing the median and mean hourly earnings of men and women across the organisation. We are required to report the median and mean pay gaps, bonus pay and the proportion of men and women in different pay quarters.

Why do we have a pay gap?

The gender pay gap is influenced by a variety of different factors so there isn’t one way to solve it. Typically, gender pay gaps exist due to a higher proportion of men working in more senior roles.

How long have we been reporting these figures?

The statutory gender pay gap reporting was first introduced in 2017, and KBR UK has published their figures every year since then as we employ more than 250 employees.

Has the gender pay gap been narrowing in the UK?

Yes, over the past few years, there has been a gradual reduction in the gender pay gap in the UK, although progress remains slow, particularly in certain industries that are traditionally male dominated.

How do we ensure our employees doing like for like roles are paid fairly?

We review salaries based on where an employee sits in their job capsule salary band. We regularly run pay equity audits to ensure there is fair compensation on base pay for like-for-like roles.