To truly live our purpose of creating places where communities thrive, we believe our workforce should be representative of those communities, and for everyone to feel they belong.

    Foreword from Andrea Ruckstuhl, Chief Executive Officer, Europe

This report covers the period before I was appointed as CEO of our European business. However, as a member of the regional leadership team throughout that time, I’m certain that our focus on diversity, equity and inclusion never waivers and will always be part of the DNA of our company.

I’m pleased with the progress made in reducing our gender representation gap in the UK, and to create an inclusive culture which is psychologically safe for all our employees. We will continue to build upon the excellent work that has taken place in recent years, which has laid the foundations for the improvements we’re making.

During the year this report covers, our top quartile of employees saw an increase in female representation; and I’m proud that this means there are now more females amongst our highest paid employees in the UK. However, the report covers a period before we made significant changes to our operating model to better align our structure to an investment led strategy and set up our business for long-term, sustained success.

Moving to an investment led strategy will provide us with the opportunity to diversify our workforce beyond the traditionally male-dominated construction industry. And we’ve already increased female representation in our Investment Management team from 30 per cent to 41 per cent. That statistic demonstrates the progress we’re making; but also highlights the very clear opportunity we have to further increase female representation across all levels of our business.

If we look forwards, the changes to our operating model and our senior leadership have impacted the diversity of our workforce, which in the short term will have an impact on next year’s reported gender pay gap. But, as the business adjusts to our new investment led strategy, I am confident that we will continue to make bold strides towards achieving the ambitious targets on diversity that our regional leadership team and myself are held accountable for.  

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 2023