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Gender pay gap: Stride Treglown ‘disappointed’ by 29% disparity

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Stride Treglown has released its gender pay gap figures – which show the widest salary disparity of any architectural practice to have reported so far 

According to new figures posted under the government’s mandatory reporting rules, the company pays women 28.7 per cent less per hour than men based on the median of its staff salaries – the standard way of comparing payroll between firms.

The mean gap at the AJ100 practice, whose workforce is two-thirds men, is slightly lower at 23.4 per cent.

Other firms to have announced their figures include Allies and Morrison, whose gap is 10.5 per cent, PRP at 21 per cent and Pick Everard, which reported a 24.3 per cent median pay gap.

In terms of bonuses, Stride Treglown revealed that extra payments for women were 30 per cent less (median figure). The data also shows that 88.6 per cent of its female staff received bonuses, compared with 92.5 per cent of men.

Following the publication of the data, practice chairman David Hunter said: ‘We are disappointed in these figures which we genuinely feel don’t reflect the culture of our business; we have high levels of employee engagement and relatively low levels of staff turnover, aspects of our business we have monitored for a number of years.’

‘What makes us different to other practices reporting is that Stride Treglown is both multidisciplinary and multiregional, something that inevitably impacts on our figures.

We genuinely feel don’t these figures reflect the culture of our business

‘[However] we welcome the publication of the figures as a benchmark from which we, and other practices, can aim to improve, and we are confident that we will see the gap closing.’

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 pay gap is calculated on a ‘snapshot date’ of 5 April 2017, and is expressed as the percentage difference between the average hourly earnings of men and women.

Reporting both median and mean measurements can shed light on the root causes of the pay gap. The median figure is often taken as the more accurate measure, as the mean can be skewed by the distribution of pay among employees. A larger mean pay gap suggests that a company’s top salaried roles are occupied by more men than women. 

Under the new rules, businesses are also obliged to set out how men and women are paid at all levels by dividing their payroll into quartiles.  

At Stride Treglown 86.8 per cent of the very highest earners were men.

Hunter added: ’In common with the other architectural firms that have published figures, our gender pay gap reflects the fewer number of women currently in senior positions and this is something we are actively working to address.

‘We have a policy of promoting from within whenever possible and are striving to create a gender-neutral working environment which gives all employees equal access to flexible working, career breaks and so on, breaking down barriers to progression.’

An increasing number of other companies in the architectural sector have now published their gender pay gap figures.

Global big-hitter AECOM was among the first to reveal its data, confirming that it paid its female staff 21.9 per cent less per hour than its men. Earlier today Hawkins\Brown announced it had a 2.6 per cent gap – the narrowest salary disparity reported so far by any architect practices.

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.

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