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Our latest Power Delivery Salary Guide has revealed a 28% Gender Pay Gap across the industry.
The main driver behind the gender pay gap is the shape of the Utilities workforce and the challenges our industry faces when attracting and recruiting employees. Approximately 35% of the Utilities industry workforce is female, with a higher proportion of men in senior roles and more males in STEM skilled trades.
Most companies in this sector have long-serving employees, which, when combined with low employee turnover rates, means the overall composition of the workforce remains unchanged year to year.
The gender pay gap is not an issue that will go away overnight. Still, to combat this, companies can actively contribute to narrowing the gender pay gap by promoting STEM-related education and careers to females in their community. Empowering females within the company to balance the number of men and women at senior levels is also effective.
Partnering with recruitment consultants who put diversity and inclusion at the center of the hiring process also lowers the gender pay gap. This is of particular importance when operating in growing markets that are candidate short. Attracting new and qualified candidates to the industry will be needed over the next few years, especially since ambitious targets set by the federal administration will be pushing and funding growth across the industry.
At RO, we regularly offer consultative services to companies across the Utilities and Infrastructure industry. If you would like a conversation on diversity, inclusion, and attracting talent, please don't hesitate to contact us.
Find the latest data, trends, and insights on hiring in the Utilities and Infrastructure Industry by downloading the 2021 Power Delivery Salary Guide.