In SNC-Lavalin, our focus is on improving the proportion of female talent at all levels. We’ve seen some incredible continuous improvement in terms of early careers recruitment but there’s still much progress to be made when it comes to our more senior roles. Until we balance the equation across the career spectrum, our gender pay gap will continue to fluctuate.
To help us take meaningful action, we’re listening to the personal experiences of our employees and involving them – along with our clients and partners – in the steps we take to make a difference. The UK government’s requirement for us to report our gender pay gap statistics helps us measure progress and we’re taking this even further internally by improving the transparency of information around our diversity to make better decisions.
Ultimately, our goal is for everyone in our business to have a positive experience of working here, to be supported in reaching their potential and above all else, to feel valued and recognised.
In this report, we share the results of the latest gender pay gap analysis for the three legal entities that SNC-Lavalin operates in the UK. We conﬁrm that this information and data is accurate as of the snapshot date of 5 April 2020.