FLUOR LIMITED GENDER PAY GAP REPORT 2018

“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 Graham Mason, 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,” Mason adds.

FLUOR GENDER PAY GAP REPORT 2018

Graham Mason

Director, Fluor Limited.

Caption to front cover:

Fluor’s Industry Award Winners.

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

30%Males

receiving a

bonus

50%

26%74%

PAY %

Mean Pay Gap 31.2

Median Pay Gap 36.5

BONUS

Mean Bonus Gap 43

Median Bonus Gap 30

51.1%

48.9%

LOWER QUARTILE

84.4%

15.6%

UPPER MIDDLE QUARTILE

71.9%

28.1%

LOWER MIDDLE QUARTILE

90.3%

9.7%

UPPER QUARTILE

03FLUOR GENDER PAY GAP REPORT 2018

In executive positions, female representation has increased from 8% in 2011 to 10% in 2018. For leadership and managerial positions for the same period representation has increased 119% (28% in the last year).

04 FLUOR GENDER PAY GAP REPORT 2018

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.

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

FemaleMale

• 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

On receiving her award as Young Woman Engineer of 2018, Liz said: “A more diverse workforce and the different perspectives and skills that this delivers brings benefits, in order to drive industry objectives, goals and customer service.”

Liz Smith, Project Manager.

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 2018

• GROWSM Growing Representation & 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 maximise 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

“As a Project Director at Fluor, I am passionate about promoting engineering as a career for women. I particularly enjoy mentoring young engineers using my experience gained working around the world on some of the industry’s most challenging projects to help guide their career paths.”

Sarah Cook, Best Woman in Oil & Gas 2018 Award Winner.

“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 2018

• 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’ve been President of Fluor’s GROW programme for four 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 2018

Fluor runs an annual Inter Schools

Engineering and Construction Challenge

competition for local secondary schools.

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

www.fluor.com

© 2019 Fluor Corporation. All Rights Reserved. Fluor and Fluor Cares are registered service marks of Fluor Corporation.

GROW Growing Representation & Opportunity 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.

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