Neurön Consultancy believes in fair and equitable treatment for all employees and for all applicants for employment. We are committed to make full use of the talents and resources of all employees and to provide an environment which will encourage good and productive working relationships throughout the company. Equal pay for equal jobs
As a physical assets management and construction consultancy, the majority of our staff are in technical positions, and therefore conduct roles that are similar in nature within each grade. While experience in post, or niche skills, will see small pay deviances, our remuneration strategy recognises the need for a consistent framework around how we pay our staff.
Our pay and benefits are, therefore, reviewed at the most senior level in our organisation, to ensure we reward people fairly and competitively.
Having a transparent structure is important to our organisation, and in 2020 Neurön Consultancy launched a competency framework, visible to every member of staff across our global business. This framework explains clearly the skills and behaviours which are expected of staff at all levels and ensures that requests for promotions and pay rises are judged solely against performance against this matrix.
No promotion or pay review can take place, without supporting information giving context to the proposal. Directors review the pay recommendations of every single individual in the organisation and ensure pay and promotional decisions are based purely on performance, and do not give rise to any gender pay imbalance. Our focus is designed to remove any subjectivity or unconscious bias that may take place regarding internal recruitment and promotions.
Neurön Consultancy has a commitment, not just to equal pay and a culture of meritocracy, but also to addressing the under-representation of women in our industry.
Within the construction industry, there has been a notable lack of female entrants. RICS data from 2017 demonstrates that of all undergraduate and postgraduate entrants to quantity surveying courses, only 20% were female. The construction industry generally reports an even lower percentage, with Office of National Statistics data reporting that as of January 2017 only 13% of individuals within the industry were female.
We continue to tackle the longer-term under-representation of women in the industry by continuing our commitment to recruit and train apprentices and graduates, with 31% of our graduates since January 2017 being female.
We wish to go further as a company to address this imbalance. Our recruitment of graduates is now focused around non-cognate hires. Not only does this give us a broader and more diverse pool of applicants, but it also means we are able to select the very best individuals, rather than solely those who had done degrees in the disciplines in which we work.
As well as this approach to non-cognate graduates, we have also revised how we attract females into our business at all levels. Neurön Consultancy has relaunched our flexible working policy, designed to ensure that we offer encouragement for part-time and home workers, to help us redress the lack of balance in males/females.
Chairman