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Gender pay gap: AHMM latest practice to reveal salary disparity

Ahmm staff
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AJ100 practice AHMM has revealed a 12.3 per cent gender pay gap

Figures published by the practice, which has UK offices in London and Bristol, highlighted the disparity based on the median salaries of its male and female staff.

And there is an even wider gap between mean hourly rates, with women’s pay 23.6 per cent lower than men’s, the report showed.

Little more than a fifth of employees in the top quartile of the practice’s payroll were women (21.2 per cent), while nearly half of the lowest-paid quartile were female (48.8 per cent).

Men were marginally more likely to receive bonuses than women at AHMM, but their mean and median bonus pay was significantly higher.

We need to close the gap between men and women at all levels of seniority within the business

Managing director Peter Morris said: ‘AHMM is, and has always been, an equal opportunities employer, following recruitment and career progression policies which are based solely on merit.

‘While we believe that our commitment to achieving a representative workforce can be demonstrated, it also remains clear that there is a need to close the gap between men and women at all levels of seniority within the business.’

Under legislation enacted last year, businesses in England, Scotland or Wales employing more than 250 people must report their gender pay gap by 4 April 2018. The report uses a snapshot of data from 5 April 2017.

Having a gender pay gap is not illegal, although the principle of equal pay has been enshrined in law since 1970. It is unlawful to pay people unequally because they are male or female.

However, a company that pays men and women of equal standing the same wage may still have a gender pay gap if its senior, well-paid roles are mostly occupied by men.

Median pay gaps revealed so far include NPS’ 31 per cent, Stride Treglown’s 28.7 per cent, Aecom’s 21.9 per cent and Pick Everard’s 24.3 per cent.

Meanwhile Hawkins\Brown had a median pay gap of just 2.6 per cent, and the Architectural Association’s median female staff salary was equal to its median male salary.

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Readers' comments (1)

  • Bruce Buckland

    Why do any of these figures matter? Mean/median average hourly pay does not in any way demonstrate inequality in the workplace. Correlation is not causation.
    It is grossly irresponsible of the AJ to be presenting these figures as some kind of equality ranking system.

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