FLUOR LIMITED GENDER PAY GAP REPORT 2017

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1 FLUOR LIMITED GENDER PAY GAP REPORT 2017

2 FLUOR GENDER PAY GAP REPORT 2017 Hiring the right people is critical to our success. In the UK, we are working to create a balanced workforce and supporting government and industry initiatives to develop the optimum talent pool both for our company and country, said Ashley Rees, Managing Director, Fluor Limited. We are confident that we have equal pay however we do have a gender pay gap. There are two main reasons for this, fewer women entering the engineering and construction industry and fewer women in senior leadership positions. It is our goal for all of our staff to achieve their full potential and Ashley Rees Managing Director, Fluor Limited therefore all employment decisions are based solely on performance, talent and behaviour, Rees adds.

3 FLUOR LIMITED STATUTORY DISCLOSURES From 2017, the UK Government has mandated that any organisation with 250 or more employees must publish its gender pay gap annually. As a global leader in the engineering and construction industry, Fluor is committed to diversity and inclusion. Our people are central to everything we do and we are working hard to shape our future by investing in and building upon our rich mix of talents and capabilities. Such diversity encourages innovation and creates a dynamic workplace that can deliver results for clients complex and challenging projects. FLUOR LIMITED GENDER DIVERSITY 28% 72% PAY % Mean Pay Gap 29.1 Median Pay Gap 36.2 BONUS Mean Bonus Gap 42.3 Median Bonus Gap 25.1 Females receiving a bonus 28% Males receiving a bonus 36% PROPORTION OF FEMALES AND MALES IN EACH QUARTILE PAY BAND LOWER QUARTILE LOWER MIDDLE QUARTILE UPPER MIDDLE QUARTILE UPPER QUARTILE 52.7% 33% 16.3% 10.8% 47.3% 67% 83.7% 89.2% FLUOR GENDER PAY GAP REPORT

4 UNDERSTANDING THE FIGURES Fluor provides equal pay for work of equal value. We do have a gender pay gap when we compare the average pay and bonuses for women and men. As with most organisations in our industry, this is because of the unequal distribution of males and females across the company and not because of our pay policies and practices. Although we are making progress, we still have fewer female senior positions. As highlighted by the Office for National Statistics the pay gap is useful in measuring pay equality due to its simple calculation; however, it does not measure the pay difference between men and women at the same pay grade, doing the same job, with the same working pattern. It also does not include any of the personal characteristics that may determine a person s pay. AVERAGE SALARY PER QUARTILE In executive positions, female representation has increased from 8% in 2011 to 12% in For leadership and managerial positions for the same period representation has increased by 73%. Graph shows average salaries of males and females per quartile reflecting equal pay principles Female Male Bonuses are paid to employees meeting certain eligibility criteria and exceeding specific performance criteria. Our bonus pay gap reflects lower female representation across the organisation s more senior levels where bonus is a larger component of overall compensation. In terms of number of females and males meeting the eligibility criteria receiving a bonus, the results reflect our equal pay philosophy (30% vs 32%). Lower quartile Lower middle quartile Upper middle quartile Upper quartile 04 FLUOR GENDER PAY GAP REPORT 2017

5 HOW WE ARE BRIDGING THE DEMOGRAPHIC GAP ATTRACTING MORE WOMEN TO JOIN FLUOR Fluor continues to build for the future by recruiting high calibre graduates, apprentices and employees. There is work to do, particularly in attracting more females into engineering and construction, but we feel our programmes are moving us in a positive direction and are a platform for the future. We are committed to diversity and equality in areas of our business that are under our control. We continue to strive to address the gap, ensuring that policies, practices and processes are fair and free from bias. Recruitment and advertising features gender neutral language and images to attract both women and men. Unconscious bias awareness and training sessions are undertaken across Fluor s UK operations and is now mandatory for all employees. Fluor offers employees a flexible work pattern including a 9-day fortnight with flexible start and finish times. UK workforce statistics are regularly monitored to identify diversity and inclusion trends and resulting actions are taken. I have learnt a great deal in a short space of time and have felt supported by everyone throughout. This has meant that I have not been afraid to ask questions and continually monitor my professional development with my mentor. Fluor s culture is built on creating an engaging work environment that it is fully inclusive and diverse presenting each person with opportunities to attain their full potential. Maryam Fozouni, Electrical Engineer FLUOR GENDER PAY GAP REPORT

6 RETAINING AND DEVELOPING FLUOR WOMEN GROW SM Growing Representation and Opportunity for Women A global Fluor initiative, GROW provides informal coaches for individuals, training for leadership development, an annual Summit which includes a recognised role model as keynote speaker and range of training and networking opportunities. Graduate Training Programme during the early years of a career, Fluor s 4-year training programme supports graduates so that they develop to meet the challenges of the future. National and Regional Development Boards senior management meet to regularly review opportunities, career paths and development needs for employees. Mentoring Programmes provide regular guidance and support to maximize each individual s potential. Emerging Leaders Group Fluor programme designed to encourage ongoing career development for mid-level employees with five to 15 years of experience. I was extremely proud to be recognised in 2017 by the European Construction Institute s Young Professional of the Year award as I believe this helps raise the profile of women in engineering. One of the best things about working for Fluor is that you feel valued and are given the opportunity not only to gain a lot of technical knowledge, but also to develop management and leadership skills. Marianna Karvouni, Structural Design Engineer I currently work as the Business Manager on a major Fluor Limited project and I have also just been appointed as General Manager for Fluor South Africa and Sub-Saharan Africa. I will be based in Fluor s Johannesburg office. The decision to appoint a female as a General Manager has sent a strong signal to the industry in the Africa Sub-Saharan region that in Fluor, leadership is about capability, not gender. Tolani Azeez, Business Manager 06 FLUOR GENDER PAY GAP REPORT 2017

7 PROMOTING ENGINEERING AS A CAREER CHOICE Schools Liaison Activities Through Fluor Cares, we support local schools and sixth form colleges to promote the study of Science, Technology, Engineering and Maths (STEM) by providing funding, volunteers, speakers and running challenges. I ve been President of Fluor s WISE (women in science and engineering) As a Corporate Member, Fluor supports WISE initiatives, campaigns and events for gender balance in science, technology and engineering industries. Working with Academia Fluor has links with four universities to collaborate on ways to develop future engineers in the UK. Recently, Fluor donated $300,000 to the University of Surrey to provide thirdyear students with industry experience of running a small-scale manufacturing plant as part of their practical experience module. I have always been proud to have a career in engineering and I believe that throughout my career I have been an advocate for the work that I do, leading by example, working corroboratively as part of a team, and thinking of new ways to approach engineering challenges. Becoming a Chartered Engineer was an important milestone in my career. Jenni Oakham, Mechanical Engineer Helen Kilbride, Director Process Engineering and President of GROW GROW programme for three years and feel just as passionately today about its ethos of men and women working together to grow representation and opportunity for women in our company. Whether through bite-size training, industry conference participation, activities with local schools and GROW events, we are working to increase diversity at Fluor. Role Models Fluor s women engineers regularly speak and participate at industry events organised by engineering institutes, the Royal Academy of Engineering and other bodies to promote engineering as a career of opportunities for women. GROW Successful role models can have a major impact on our workforce so we are delighted to have worked with space scientist, Dr Maggie Aderin-Pocock MBE, both at a GROW Summit in the UK and at a recent international innovation event. FLUOR GENDER PAY GAP REPORT

8 Fluor Limited Fluor Centre 140 Pinehurst Road Farnborough GU14 7BF United Kingdom Tel: Fluor Corporation. All Rights Reserved. Fluor and Fluor Cares are registered service marks of Fluor Corporation. GROW Growing Representation for Women, and Emerging Leaders Group (ELG), are service marks of Fluor Corporation. All other service marks or trademarks are the intellectual property of their respective owners. BRFB