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Gender pay gap reporting
We’re committed to both reporting on our gender pay gap, as well as playing our part in helping to drive equality within the industry sectors we operate in.
Reporting on our contractor workforce
Due to the organisational structure of the NRL Group, only the Pay As You Earn payroll service that engages our contractor workforce meets the government’s threshold for annual gender pay reporting.
Below you’ll find copies of submissions for the last three reporting years.
Understanding the engineering industry gender pay gap
Achieving equality within the engineering industry when it comes to gender is a well-recognised challenge. Over recent years organisations up and down the supply chain are making changes to attract more women into the industry and advocating for diversity.
The Engineering Construction Industry Training Board (ECITB), surveyed businesses for their 2024 Workforce Census, including capturing information on diversity. The report found that only 16.9% of the engineering construction industry (ECI) workforce was female. Whilst this reported some progressive, a 3.1% increase compared to 2021 findings, it’s clear there is still a great deal of progression left to make. When reviewed alongside the GB population in 2024 which recorded 47.6% female, this industry challenge is even more evident.
Broken down further into occupation, most women work in administration and human resources roles, with far less representation at engineer and director levels.
Prioritising equality within our operations
Within our own business operations that support our clients, we understand the value of diversity and are proud to be able to say that 50% of our workforce across the NRL Group are women. Ensuring we’re providing opportunities for career progression and senior role promotions, many of our leadership team have progressed through the business to become Branch Directors.
Diversity and inclusion continue to be a key focus for our Recruitment teams when we work with clients to help them with their workforce needs, and we’re committed to forging ED&I strategies with them to attract more women into the engineering positions. Including identifying transferable skills, repositioning roles to attract a wider audience of candidates and working to grow our female database of skilled candidates.
Challenging diversity within the engineering industry
The positive impact that we make to improving gender and ethnic equality within the engineering sectors we support is always rewarding to see. From lending our support to educational outreach programmes that aim to get female students interested in engineering from as early as primary school age, to supporting local university cohorts to champion women starting engineering careers.
You can read all about how we’re delivering change in our social value report.
News and Insights
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