AJ100 practice tp bennett has declared a 12.8 per cent gender pay gap
The practice, which has UK offices in London and Manchester, revealed the disparity based on the median salaries of its male and female staff.
Using the mean calculation of average, the pay gap grows to 17.9 per cent at the practice, which employed 122 architects in the UK last year, according to the most recent AJ100 survey.
This data suggests that, comparing mean hourly rates, women earn 82 pence for every £1 paid to men in the firm.
Little more than a third of the top quartile of tp bennett’s payroll consisted of women, while more than seven in 10 people in the lowest-paid quartile were female.
Women at the firm were less likely than men to receive bonuses, and their mean bonus pay was almost a fifth lower than men’s.
A spokesperson from the practice said: ‘Our report outlines various internal initiatives we have in place to narrow our gender pay gap. This is something we are committed to, which is why we are working with a number of other practices to explore what we can do as an industry to address this issue.’
Under legislation enacted last year, businesses in England, Scotland or Wales employing more than 250 people must report their gender pay gap. 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.
International multidisciplinary firm Jacobs has also reported its gender pay gap. Women’s median hourly rate is 27.9 per cent lower than men’s and the mean is 29.4 per cent.
Men dominate employees at all quartiles of Jacobs’ payroll, with women taking just 9.9 per cent of the most senior roles.
A statement submitted with its report reads: ’It is generally acknowledged that there is a sizeable imbalance of men versus women working within the engineering and professional technical services market and in the types of roles males and females are doing in our business.
’As a consequence, we have more males than females in senior leadership positions, as well as the majority of our female employees in more business support and junior roles.’
At midnight last night (4 April) the deadline passed for companies to submit their gender pay gaps. Over 10,000 companies and public sector organisations have submitted their data.
Click here to see how architecture practices’ gender pay gaps compare.