- Who we are
- Media Centre
- Opportunity Now Overview
- Race for Opportunity Overview
- ON The Campaign Aims of Opportunity Now
- RfO The Campaign Aims of Race for Opportunity
- Diversity Leadership Boards
- ON Leadership Board
- RfO Leadership Board
- Membership ON & RfO
- Members
- Impact Opportunity Now
- Impact Race for Opportunity
- FAQ on BITC Diversity Campaigns
- What we do
- Take action
- Take action
- research
- The Business Case for Diversity
- ON Balancing Boards
- ON Out of Office
- ON Fit for the Future
- ON Inclusive Leadership
- ON Leadership for Change
- ON What Holds Women Back ?
- ON Women's Networks: Making Good Connections
- RfO Aspiration and Frustration
- RfO BAME Women
- RfO Race in Higher Education
- RfO Race to Progress
- RfO Race to the Top
- Diversity Integration
- Line Managers and Diversity
- Resources
- Take action
- Take action
Section head
Case Study: Women Returners - Faber Maunsell
Encouraging and retaining women in the engineering industry.
We are committed to equality of opportunity in employment for all our employees and to developing working practices and human resource policies that support work-life balance. These measures are vital to retain talent within the company and we believe these initiatives have been instrumental in us gaining access to both the Sunday Times Best Companies and the Financial Times Great Place to Work Listings over recent years.
Although the number of women employed in the engineering industry has increased in recent years, it is still a male dominated sector. Attracting and retaining women in our organisation is extremely important to us.
Encouraging women to return from maternity leave has been one of Faber Maunsell’s focuses in the last couple of years
Maintaining Contact: During maternity leave, every effort is made to maintain contact with the employee, for example through invitations to Christmas parties and other social events and ensuring they receive a copy of our monthly newsletter.
Maternity Buddy: It is our intention to establish a buddy system for our pregnant employees. This will introduce the pregnant employee with another who has recently returned to work from maternity leave. During maternity leave, this person will be their prime contact, they will also provide support during the early period of returning to work, which can be a time when women feel vulnerable.
Enhanced Maternity Pay: In addition to our Statutory Maternity Pay obligations, we also enhance this with our Occupational Maternity Pay which provides employees with up to 18 weeks of their Maternity Pay paid at 90% of salary, depending on service.
Contact Point
Faber Maunsell is committed to ensuring that employees are able to achieve a good work life balance. On return from maternity leave we offer our employees as much flexibility and support as possible to allow them to work around the demands of childcare. This includes:
- Flexible Working
- Home Working
- 3 year Career Break
- Term Time only working
- Core Hours of 9.30 am to 4.30 pm, with flexible start/finish times
Our flexible benefits scheme also allows employees to buy benefits including child care vouchers and additional holiday entitlement.
In addition, we actively undertake career planning with all employees through our appraisal process. For our female employees this ensures that they have the opportunity to plan their career development. We also undertake salary audits to ensure salaries of our female employees are comparable with their male peers.
