Corporate and social responsibility

Cruden corporate social responsibility

Success isn’t all that matters to us. We think it’s really important to make a difference, too. Here at the Cruden Building, we take our corporate and social responsibility seriously and take pride in conducting our business in a way that benefits others without compromising the environment.


Our founder, Harry Cruden, set in place the ‘Cruden Foundation’ on his retirement to distribute a proportion of Group profits each year to registered Scottish Charities, who can apply for funding support.

As well as being open to all eligible bodies, we also utilise this where appropriate as another strand of community benefits, particularly where we are working in a deprived area or simply an area which would benefit from some support over and above our standard community benefit and employment strategies.


It’s Cruden Building’s policy to effectively manage the work-related health risks of all staff, employees and persons working on behalf of the company.

Occupational health procedures have been developed to assist in ensuring that the workforce is fit for work, assist in reducing the risk of work-related ill health, to establish and provide appropriate occupational health standards and to monitor and investigate work related ill health.

In addition to our legal obligations, Cruden Building also offers all operatives an additional annual health check, offers an Employee Assistance Programme and champions Mental Health First Aiders.


Cruden Building is all too aware of the strain on finite resources and understands that today’s homeowners and occupiers are seeking modern and convenient homes designed and built to meet lifetime needs, but not at the cost of the environment. That's why we're dedicated to all that's innovative in construction technology and all our homes are energy efficient, economic and low maintenance as standard.

Moreover, throughout our sites and offices we have introduced energy saving and waste reducing initiatives that reuse and recycle resources as far as is practicably possible, practical examples of which are as follows:

  • Head Office - Microgeneration through investment in photovoltaic (PV) cells generating power for the offices minimising power draw from the grid and reducing demand for generation combined with PIR light sensors to all common areas to save energy; low volume flush WC’s etc., to save water.
  • Site Offices - Working with cabin and site office suppliers to introduce PIR sensors for lights, programmable heating to reduce demand and rainwater harvesting for use in toilet facilities to reduce demand for water.
  • Construction and Design – New Build - Working with our client partners and design teams to introduce the most efficient energy minimising homes and properties and increasing the air quality and comfort within the units by careful specification of high levels of insulation and glazing, controlled air infiltration into each home through natural and mechanical means and highly efficient boilers with microgeneration as needed.
  • Construction and Design – Refurbishment - In refurbishment work we have funded and developed with BRE Scotland at the Ravenscraig Innovation Park, the ‘Refurbished Homes’ block and the award-winning iTunes App for energy efficient refurbishment upgrades.

All of these measures and our ESOS Assessment compliance and ISO50001 Energy Management System accreditation have led to us being voted ‘Most Innovative Contractor in the UK 2016’ and also ‘Homes for Scotland’s ‘Home Builder of the Year 2016’


Cruden Building endeavors to promote access to quality modern housing to all sectors of the community wherever possible. This is achieved through the provision of priority purchase schemes on certain developments, which ensure that identified demographic groups have the opportunity to purchase in key areas prior to open market release of properties, often at a discounted price.


Where a need has been identified, Cruden Building will provide its employees with the required training for them to carry out their roles, including job specific, health and safety and environmental training.


As well as our full modern apprenticeships intake, we supplement this by working with clients on a series of local employment and workplace ready initiatives through new entrant employment, CSCS accreditation support schemes, work experience and placements, interview technique training in schools and industry open days. These initiatives form part of our Pathway to Employment strategy and are supported through the Cruden Academy, which covers all aspect of training and professional development .


Cruden Building is proud to engage in community benefits initiatives across many of our projects. These schemes support local people in on-site training placements and apprenticeships that often result in real employment opportunities.

Our commitment in this field also extends to ensuring that local small and medium sized enterprises are made aware of all tendering opportunities that arise to promote and encourage the sustainable growth and success of such businesses.


Cruden Building was one of the original signatories to the Glasgow Living Wage and still remains a fully signed-up member.

By placing strong emphasis on good employee relations and by implementing initiatives such as the Glasgow Living Wage, we have a very low staff turnover ratio and continue to benefit from the expertise of our long service staff and workforce. 


Cruden Building strives to be the best at what we do for the benefit of our clients and customers. That's why we're proud to have achieved Associate Membership status of the Considerate Constructor Scheme along with other relevant industry accreditations.

In one of our most significant achievements to date, Cruden Building has secured BSI Registration to PAS99 for our Integrated Management System and became the first builder in Scotland to be awarded with such an accolade. This represents the standard for a single holistic management system which encompasses four additional, separate registrations already secured, namely:

  • ISO9001               Quality Management
  • ISO14001             Environmental Management
  • ISO50001             Energy Management
  • OHSAS18001      Occupational Health & Safety Management

Within Cruden Building, our commitment to continuous improvement is further represented through our achievement of ‘Investors In People’ Silver Award and ‘Investors In Young People’ Gold Award and we are proud to promote and encourage best practice from all our employees.


Gender Pay Gap Report

Cruden Building (West) Ltd is required by law to publish an annual gender pay gap report.

This is its report for the snapshot date of 5 April 2018.

  • The mean gender pay gap for Cruden Building (West) Ltd Ltd is 31.2%.
  • The median gender pay gap for Cruden Building (West) Ltd 36.0%.
  • The mean gender bonus gap for Cruden Building (West) Ltd is 57.3%.
  • The median gender bonus gap for Cruden Building (West) Ltd is 56.6%.
  • The proportion of male employees in Cruden Building (West) Ltd receiving a bonus is 79.9% and the proportion of female employees receiving a bonus is 62.2%.

 Pay quartiles by gender

Band Males Females Description
A 73% 27% Includes all employees whose standard hourly rate places them at or below the lower quartile
B 85% 15% Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median
C 91% 9% Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile
D 96% 4% Includes all employees whose standard hourly rate places them above the upper quartile

The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Under the law, men and women must receive equal pay for:

  • the same or broadly similar work;
  • work rated as equivalent under a job evaluation scheme; or
  • work of equal value.

Cruden Building (West) Ltd is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. It has a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above). As such, it:

  • carries out pay and benefits reviews at regular intervals;
  • evaluates job roles and pay grades as necessary to ensure a fair structure.

Cruden Building (West) Ltd is therefore confident that its gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather its gender pay gap is the result of the roles in which men and women work within Cruden Building (West) Ltd and the salaries that these roles attract.

The overall percentage of women in the entire workforce of Cruden Building (West) Ltd is 11%, and this reflects the historic difficulty of attracting women into the construction industry.

The proportion of men at Cruden Building (West) Ltd who received a bonus in the 12 months up to 5 April 2018 was 79.9%, while for women this was 56.6%. This reflects the higher proportion of men in trades roles that, under our current policy, attract a performance bonus.

The Gender Pay Gap report will be used to monitor the gender pay gap within the organisation.

 Report by Karen McFarlane, Finance Director of Cruden Building (West) Ltd

26th March 2019