engineering.
Employers in Great Britain with more than 250 staff are required to publish gender pay gap figures on an annual basis. The gender pay gap shows the difference in the average pay between all men and women in an organisation regardless of their role or seniority and is based upon aggregate data. However, the gender pay gap should not be confused with equal pay. Equal pay relates to the pay of the individual, and the law requires that men and women who carry out the same jobs, similar jobs or work of equal value must not be paid differently because of their gender.
AKT II has always had an appreciation and understanding of the skills and talents of geographic, cultural and gender diversity in the people it employs. This diversity not only culturally enriches our workplace but also provides an openness to embrace a variety of approaches which we have no doubt contributes to the very success of our business, the projects we work on and our reputation as design-led and innovative engineers.
As a company which operates within the construction industry, unfortunately, gender diversity has always been the area where being representative has been challenging as the industry has a legacy of attracting significantly more men than women, but we feel diversity has always been a part of our cultural DNA.
We work hard to attract and retain the best people and ensure we reap the benefits of social, ethnic and gender diversity.
