Wates has revealed the impact of its inclusion and diversity strategy since its launch five years ago.
The report shows that since the inclusion and diversity strategy was launched, women now make up 26% of Wates’ workforce. This includes notable gains in senior positions, rising from 14% in 2019 to 24% in 2024.
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This progress has contributed to a reduction in the company’s gender pay gap, with the median narrowing from 29.6% in 2023 to 26% in 2024.
The proportion of women in the upper and upper-middle pay quartiles has increased for the fourth consecutive year, reaching its highest level since reporting began in 2017.
Wates also voluntarily reports its ethnicity pay gap. This year, the company saw a reduction in its median ethnicity pay gap, which narrowed from 29.6% to 26.3%.
Inclusive culture
The company is actively shaping an inclusive performance culture through programmes such as its Reverse Mentoring initiative, Internal Mobility programme, and Mentoring Circles.
These initiatives are designed to break down barriers, support career development, and embed fairness and inclusion into the workplace culture.
Wates also offers progressive work policies, including flexible working, 12 weeks’ paid paternity/partner leave, paid carer leave, and support for pregnancy and baby loss.
Nikunj Upadhyay, inclusion and diversity director at Wates Group, said: “Our latest Inclusion and Diversity Impact Report is more than a collection of statistics or initiatives – it’s a celebration of the progress we are making to build a workplace where everyone can thrive.
“From improving representation to embedding inclusion into everyday moments, this report reflects the inclusive performance culture we’re creating together.”
