NCC publishes 2025 Gender Pay Gap report
There are many positives to take away from the last year, as we continue to try and close the gender pay gap.
This year’s report covers a period of accelerated growth, which has enabled a large number of internal promotion opportunities, enabling us to achieve some great advances in our internal progression of women.
We have promoted two female Chief Engineers, a first for us and a great sign of progress in supporting internal progression. That said, we do recognise that our gender pay gap has seen a slight increase since the last report. There have been gaps where we have required external hires, and in an industry where women remain under-represented, this has impacted our figures.
We have also made strong progress in Equality, Diversity and Inclusion (EDI) across NCC, and we are confident that these activities are having a positive impact on the development and progression of women.
At NCC, we are dedicated to fostering an inclusive culture where everyone can thrive. We are committed to rewarding our people fairly—regardless of gender or any other personal characteristic—and to ensuring that all colleagues have equal opportunities, along with the support they need to grow and succeed.
As an Executive Leadership Team, we actively challenge ourselves and one another to lead inclusively, while holding all employees accountable for playing their part. We take our role as culture leaders seriously, creating a positive environment and ensuring that NCC remains a great place to work.
As we continue to respond to the evolving needs of our growing organisation, I am confident that we will keep driving positive change.
Tim Rose
Chief Operating Officer
NCC