Gender Pay Gap

Last Updated: 29/05/2025

At Andrew Scott Ltd, we are committed to promoting fairness, equality, and inclusion throughout our business. We strive to create a workplace where everyone — regardless of gender — can achieve their full potential.

Our Commitment

Although we are not currently required to report under the UK Government’s Gender Pay Gap Reporting Regulations, we support the principle of pay equality and aim to regularly review our policies and practices to ensure:

  • Equal pay for equal work.

  • Fair and transparent recruitment, promotion, and reward processes.

  • An inclusive environment where all individuals are valued and supported.

Understanding the Gender Pay Gap

The gender pay gap is the difference between the average earnings of men and women across an organisation, regardless of role or seniority. It is not the same as equal pay, which compares earnings of men and women doing the same or similar jobs.

Taking Action

To address any imbalance and promote gender diversity, Andrew Scott Ltd is committed to:

  • Ensuring fair and gender-neutral pay structures.

  • Encouraging female progression in traditionally male-dominated roles such as construction and engineering.

  • Supporting flexible working practices and inclusive recruitment strategies.

  • Providing equal access to training, development, and leadership opportunities.

Looking Ahead

We will continue to:

  • Monitor gender pay metrics annually.

  • Identify areas where improvement is needed.

  • Develop initiatives to promote diversity and inclusion across all areas of our business.

Conclusion

We believe that a diverse workforce drives innovation, resilience, and success. Our commitment to closing the gender pay gap forms part of our wider strategy to build a fair, respectful, and forward-thinking company culture.