Foster + Partners has recruited more women than men during 2020, as the practice continues to encourage diversity in architecture. However, as these roles have tended to be in lower paid positions than our long-serving senior male employees, this has had the effect of increasing our median pay gap from 8.8% in 2019 to 13% in 2020, which has slightly reduced to 12.8% in 2021. The median figure shows the mid-point for hourly pay for men and women and as more of the latter are in lower paid roles in the practice, the median is lower for women. However, our median pay gap remains well below the industry average of 20%.
Following a review of our quartile data, we are pleased to note that more women are moving into the upper quadrant for pay. Furthermore, as we have increased the number of women in senior paid positions, the mean pay gap has reduced from 24% in 2017 to 22% in 2020/21. The main reason for the gap remains having more long-serving male employees in senior higher-paid roles within the practice.
The bonus median pay gap has also significantly reduced from 29% in 2019 to 5% in 2021. This is partly due to the practice not paying out a partners distribution in the last year. However, when excluding partners, the bonus median pay gap has reduced from 5% to 3%, demonstrating that the gap is closing at all corporate title levels. The mean pay gap continues to be influenced by the number of men in senior higher paid roles within the practice.
It is important to consider that measurements required for Gender Pay Gap reporting do not always give a full picture. Although a demographic shift in the number of women has increased the gender pay gap at Foster + Partners since 2019, we reiterate our commitment to closing the gap by encouraging more women into the practice and developing their careers in the architecture sector.
View Foster + Partners Gender Pay Gap Report 2021
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