and diversity

Inclusion and Diversity   at Wates

Together, we are building a fairer tomorrow.

We are building a future that is inclusive. Where everyone sees themselves represented and feels that they belong.

We know that we can’t improve if we don’t measure and we are putting in place targets that will bring balanced representation to the built environment sector.

we strive to make everyone feel welcome, included and connected

We can be a powerful force for good

As a family-owned business, we know that it’s our people who make us successful. And just like a family, we strive to make everyone feel welcome, included and connected at Wates.

Our goal is to be an organisation where everyone loves to work; where we look out for each other, and a safe space where everyone can be themselves.

we strive to make everyone feel welcome, included and connected
A diverse and inclusive place to work


We are a fair place to work, where talent thrives

Everyone at Wates is empowered to play their part in building a business where they feel that they belong, whatever their role. 

Just as a home is built brick by brick, a workplace where everyone belongs is built by one small act of inclusion at a time.

With each process we review, policy we improve and programme we implement, we’re building a stronger foundation for a fairer and more equitable organisation. 

To ensure everyone has the opportunity to thrive, our culture is founded on the following principles:


Everyone is treated with fairness and respect. When someone finds themselves not being treated fairly they feel able to speak up, are listened to and any appropriate action is taken.


Everyone has fair access to development and progression opportunities to build a meaningful career of choice. There is equity in pay.


We hire the best person for the job from a diverse pool of candidates. We actively challenge and ultimately eliminate perceptions that might prevent anyone from joining the sector.

We are committed to building an organisation which is more representative of the communities we serve, offering equality of opportunities to diverse talent and an inclusive work environment where this talent thrives.

The bold targets we have set ourselves will take time to achieve, but we are moving in the right direction, and we are committed to achieving sustainable change.
Nikunj Upadhyay 

Nikunj Upadhyay 

Inclusion and Diversity Director, Wates 

Our goal is to be an organisation where everyone loves to work. 

In 2022 we reported an improvement in our gender pay gap with the publication of our first Fair Pay report, which showed an improvement from 2021.

We have reported an improvement in both our mean and median gender pay gaps in 2021, with 24.9% (mean) and 30.5% (median) compared to 30.3% and 32.9% in 2020.

We were among the first in the sector to do voluntary Ethnicity Gap reporting because we know it is the right thing to do.

Our industry-leading family leave policies offer fully paid maternity leave and 8 weeks paid paternity/partner leave. We offer enhanced Shared Parental and Adoption leave with matched maternity pay. We also offer flexible carers’ leave and two weeks bereavement leave.

We have been recognised with two Working Families Best Practice Awards; Best for Fathers and Best for All Families.

Working families best practice awards

We are one of the first companies within the built environment to support flexible working across our entire business, including employees who work on site. All new roles are advertised as flexible and our teams are encouraged to develop working patterns that take into account individual preferences, enabling everyone to perform at their best.

Paralympian table tennis champion Will Bailey MBE

As a Disability Confident employer, we have made a commitment to ensuring our recruitment process is inclusive and accessible. We communicate and promote our vacancies to candidates with disabilities and anticipate and provide reasonable adjustments as required.

We are also committed to supporting our existing colleagues who have or acquire a disability or long-term health condition, enabling them to stay in work and have a meaningful career of choice.  

We are proud to be a longstanding supporter of Paralympian table tennis champion Will Bailey MBE, sponsoring him as he aims for Gold in Paris 2024. 

  • Two Working Families Best Practice Awards; Best for Fathers and Best for All Families 
  • The Times Top 50 Employers for Women 
  • Construction News’ Award for Diversity and Inclusion Excellence 

Supporting colleagues through the menopause 

For too long there has been a culture of silence around menopause and we are determined to change this. We are raising awareness of its impact on working life both within our business and in the industry more widely. 

Our Menopause Handbook provides colleagues with relevant information and acts as a signpost to the support available for colleagues and managers.

We are proud to sponsor the Fawcett Society's landmark study

We are proud to sponsor the Fawcett Society’s landmark study

We’re proud to have sponsored the largest ever survey of menopausal women by the Fawcett Society. 

Over 4,000 women aged 45-55 were surveyed for the research, with some striking findings:  8 in 10 menopausal women say their workplace has no basic support to help with menopause symptoms, and an estimated 330,000 women have left their jobs early due to menopause symptoms.

At Wates, we have already taken several steps to support our employees. This year, we developed detailed guidance explaining the menopause and its impact on the workplace; the different roles and responsibilities for employees, line managers and HR; helpful advice on managing menopause at work; and support on talking to your GP.

Activating allyship

We recognise that microaggressions impact our sense of belonging. allyship can be a powerful counter to these everyday subtle acts of exclusion.

Our survey of over 5,000 employees is one of the first studies into allyship in the UK workplace but reveals that, while most think they are supportive of colleagues from underrepresented groups, this is still not translating into action when it comes to tackling discrimination.

Only one third (37%) of respondents had taken the time to educate themselves on the experience of minorities, falling to 33% among C-level executives. At the same time, 70% admitted they had never publicly given credit for ideas to a minority colleague and 79% had never advocated for new opportunities for those in a minority group

Get in touch

To get in touch with us, simply fill in the form below and we’ll get right back to you.