FLUOR LIMITED 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

therefore all employment decisions are based solely on performance,

talent and behaviour,” Rees adds.

FLUOR GENDER PAY GAP REPORT 2017

Ashley Rees

Managing Director, Fluor Limited

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 – STATUTORY DISCLOSURES

FLUOR LIMITED GENDER DIVERSITY

PROPORTION OF FEMALES AND MALES IN EACH QUARTILE PAY BAND

Females

receiving a

bonus

28%Males

receiving a

bonus

36%

28%72%

PAY %

Mean Pay Gap 29.1

Median Pay Gap 36.2

BONUS

Mean Bonus Gap 42.3

Median Bonus Gap 25.1

47.3%

52.7%

LOWER QUARTILE

83.7%

16.3%

UPPER MIDDLE QUARTILE

67%

33%

LOWER MIDDLE QUARTILE

89.2%

10.8%

UPPER QUARTILE

03FLUOR GENDER PAY GAP REPORT 2017

In executive positions, female representation has increased from 8% in 2011 to 12% in 2017. For leadership and managerial positions for the same period representation has increased by 73%.

04 FLUOR GENDER PAY GAP REPORT 2017

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.“

UNDERSTANDING THE FIGURES

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

Graph shows average salaries of

males and females per quartile

reflecting equal pay principles

AVERAGE SALARY PER QUARTILE

Female Male

• 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.

• 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.

ATTRACTING MORE WOMEN TO JOIN FLUOR

“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.”

Maryam Fozouni, Electrical Engineer

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.

HOW WE ARE BRIDGING THE DEMOGRAPHIC GAP

05FLUOR GENDER PAY GAP REPORT 2017

• GROWSM 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.

RETAINING AND DEVELOPING FLUOR WOMEN

“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

“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

06 FLUOR GENDER PAY GAP REPORT 2017

• 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.

• 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 third-

year students with industry experience of

running a small-scale manufacturing plant

as part of their practical experience module.

• 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.

PROMOTING ENGINEERING AS A CAREER CHOICE

“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

“I’ve been President of Fluor’s 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.”

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.

Helen Kilbride, Director Process

Engineering and President of GROW

07FLUOR GENDER PAY GAP REPORT 2017

Fluor LimitedFluor Centre140 Pinehurst RoadFarnboroughGU14 7BF United KingdomTel: +44 1252 291000

www.fluor.com

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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.

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