When it comes to gender equity we are committed to creating a level playing field so everyone has an equal chance of success.

This applies to all our processes and policies, ensuring opportunities are fair and equitable for all.

Foreword from Neil Martin, Chief Executive Officer, Europe

We want to create a level playing field at Lendlease in which everyone has the opportunity to succeed and fulfil their potential. At Lendlease, we’ve already achieved equal pay, meaning both men and women get paid the same amount for doing the same role. Whether through recruitment, training or ways of working,

Lendlease is committed to providing long-term, rewarding careers for all its employees. This approach is helping us to close our gender pay gap and since we started the process in 2017, we have seen a 6 per cent increase in female representation overall.

Lendlease UK now has a female representation of 35 per cent (from 29 per cent) and our construction business is at 26 per cent (from 19 per cent). I am incredibly proud of the work we’ve done to achieve this. Representation is an industry-wide problem, but at Lendlease we are spending time levelling the playing field so that everyone has access to the opportunities we offer.

Gender will not secure a role at Lendlease, but talent will, so it’s critical that we do what we can to ensure talented people from all backgrounds are able to join our business.

We have set specific recruitment targets for our construction business and changed the way we recruit so that our roles reach more people. We have seen great progress since making these changes and in 2019, for the first time, more of our graduate intake was female (64 per cent).

But we can always do more. One of the areas we are focusing on is increasing the number of women in senior roles. So far, we have worked hard to reduce unconscious bias; pushed our recruiters to have inclusive shortlists; consciously helped women to seek promotion within the business; and created several programmes designed to support our employees with their individual needs.

Over the next 12 months our senior leaders will be working towards achieving targets that help them to increase representation within their areas. We will also continue to run our development programmes, including the introduction of a brand-new programme for people returning to work after a career break. In addition to this, we’re doing more research into flexible working so that this becomes a real option for those working on live construction sites.

Lendlease is already an outstanding place to work but if we get these things right, we can make it even better.

Gender Pay Reporting Requirements

All UK organisations which employ over 250 employees are required to report annually on their gender pay gap. The gender pay gap is defined as the difference in the average earnings of men and women over a standard period of time, regardless of their role or seniority. Due to historical mergers and acquisitions Lendlease has a number of business entities. Only our construction entity is required to publish data under the regulations, however we felt it was important to analyse and publish data for our Lendlease UK business overall. Read our Gender Pay Gap Report here.

Gender Pay Gap Report Review 2022


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