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Gender pay gap 2019: How architecture practices compare

Gender pay gap 2

Practices employing 250 or more staff must reveal their gender pay gap. Here’s architectural practices’ figures for 2019 and 2018

Keep up to date with gender pay gap reporting: click here for the latest stories 

2019

PracticeNo of employees % female architects Median pay gap (lower) YOY changeMean pay gap (lower)YOY change
BDP 822* 30%* 20.2% -5.3% 24.7% -4.8%
Foster + Partners 1,061* 36%* 9.8% -0.7% 22.9% -0.9%
Sheppard Robson 356* 34%* 10% -0.9% 9.8% -1.2%

*Based on data from AJ100 2018 

2018

PracticeNo of employees% 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

About the median pay gap 

When calculating pay gaps, the median hourly rate is calculated by ranking all employees from the highest paid to the lowest paid, and taking the hourly wage of the person in the middle.

The median gender pay gap is, therefore, the difference between women’s median hourly wage (the middle paid woman) and men’s median hourly wage (the middle paid man).

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