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Gender pay gap: How architecture practices compare

Gender pay gap 1
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Under new mandatory reporting rules, businesses employing 250 or more staff must reveal their gender pay gap. Here’s architectural practices’ figures for 2018

PracticeNumber of employeesPercentage
female architects

Median pay gap (lower)Mean pay gap (lower)
AECOM 6874 28% 21.9% 21.5%
Allford Hall Monaghan Morris 341 35%* 12.3% 23.6%
Allies and Morrison 284* 43% 10.5% 15.8%
Arup 16.7% 17.4%
Atkins 8113* 27% 20% 21%
BDP 772* 27%* 25.5% 29.5%
Foster + Partners 1425 35% 10.5% 23.8%
Hawkins\Brown 246* 38%* 2.6% 9.6%
Jacobs 7100* 24%* 27.9% 29.4%
NPS 953* 15%* 31% 26.6%
Pick Everard 452* 20%* 24.3% 21.1%
PRP 266* 38%* 21% 19%
Sheppard Robson 342* 31%* 10.9% 11%
Stride Treglown 327* 26% 28.7% 23.4%
TP Bennett 299* 24%* 12.8% 17.9%
Zaha Hadid 310 37%* 19.6% 20.9%

*Based on data from AJ100 2017

View full gender pay gap reporting data – including pay quartiles and bonuses – here

  • 2 Comments

Readers' comments (2)

  • 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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  • Where are the other constituent members of the AJ100?

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