All Great People

GOAL 5

Our Progress

„ Set up a female employee forum and invited all employees to actively engage and encourage discussion, to better understand barriers to recruitment and progression and learn about how to disrupt and overcome said barriers „ Improved the photography on our website to promote and demonstrate our gender diversity „ Reviewed our flexible working policies and ensured all roles (where possible) are offered on a flexible basis „ Amended our job adverts to ensure they use inclusive language that attracts women „ Reviewed and enhanced our maternity package and included a new ‘back-to-work bonus’ which has resulted in 100% of our females returning to work since having a baby „ Added Maternity PPE options to the Pregnancy risk assessment „ Increased our visits to female schools to encourage young women to enter our industry „ Partnered with Transport for London on their Women in Transport and Engineering programme (WiTnE) twice, where we have hosted nine females on work placements for two weeks. Three women subsequently started working for us „ Hosted a women’s careers morning where 18 women attended, and two have subsequently started working for us „ Signed up to the InspiringWomen in Construction and Engineering Pledge which supports initiatives and aspires to change areas such as the attraction, development, and promotion of women in our company and industry „ Audited our welfare facilities to ensure they were safe and suitable for women „ Made women’s PPE available in our stores with a range of sizes „ Introduced menopause vests for operational women suffering from hot flushes

„ Partnered withWomen in Transport, who are a not-for-profit organisation that empowers women in the industry to maximise their potential „ Joined the LondonWomen in Engineering Group (LoWEG), who are focused on encouraging women and girls to pursue science, technology, engineering, maths, medicine, and media (STEMMM) careers. „ Continued to focus on addressing gender balance at a senior level and used our Gender Pay Gap Report results to identify areas for improvement „ Ensured that emerging talent initiatives such as our Apprenticeship programme created stretch opportunities to nurture young women. Female employees currently make up 37% of the Apprentice population, while 33% of those studying an apprenticeship as an employee upskilling are female „ Supported and developed high-performing females through our Great Leaders career development programme, which includes mentoring and support activities. Of 2024’s graduating employees, 27% were female with the ‘Preparing for Leadership’ level having a 50:50 split „ Supported and developed high-performing females through our Management Fundamentals programme. Of 2024’s graduating employees, 40% were female „ Launched a new Graduate Development Programme in September 2024, with 56% of delegates being female „ Held four bi-annual women’s events between March 2023 and September 2024, where every female from FM Conway was invited. Event formats ranged from guest speakers to wellbeing workshops „ Ran a very successful Menopause Awareness event, which consisted of both educational sessions and a meditation/stretch class to conclude the day

INCREASING DIVERSITY THROUGH OUR FEMALE COMMUNITY

The construction and transportation industries have traditionally been male-led environments, but much positive action has been taken over recent years to dispel myths and improve this position so that the industry can attract and retain the talent females have to offer. We feel that gender equality, particularly in the construction industry, is arguably the biggest area for concern when it comes to making improvements in the next 10 years. This is why we have felt it critical to set an aggressive pledge to be 30% female by 2030. Only by being extremely ambitious and stretching ourselves will we be able to make any significant strides in this area.

Our female application numbers are still low at only 22% of all applications, so our internal Recruitment team is now heavily focused on increasing female application rates across all roles and ensuring that any sign of unconscious bias is eradicated from our business.

Our Objective

To raise awareness of the construction industry as a career choice by promoting opportunities to females via work experience, traineeships, and apprentice opportunities, and to identify role models and provide mentoring for those interested in advancement.

FM Conway - Equity, Diversity & Inclusion Strategy | 21