Gender Pay Gap 2022
This is our 6th year of gender pay gap reporting and shows average hourly pay difference and comparisons (mean and median) between men and women in our practice. Gender pay gap reporting does not differentiate between roles and shows an overall percentage and averages across the entire practice.
This year we have seen a slight increase in our mean and median pay gap of 0.24% and 1.21% respectively. Since starting to report our gender pay gap we have seen an overall decrease in both mean and median figures.
We are still determined to reduce our practice wide gender pay gap. Addressing our gender pay gap is a continual process of analysis and intervention. This report reviews the pay period of April 2022, and the bonus period of May 2021 to April 2022. During this reporting period the economy and our organisation were coming out of the global coronavirus pandemic and saw an increase in employees seeking new roles in different practices and in turn recruiting more employees during 2022.
Stride Treglown’s gender
(2022 demographic)
Stride Treglown’s Architects
(2022 demographic)
Stride Treglown’s Architects who are 30 and under
(2022 demographic)
ARB UK registered Architect
(2023 demographic)
(6th Feb 2023 – https://arb.org.uk/about-arb/equality-diversity/data/)
ARB UK Register Architects who are 30 and under
(2020 demographic)
(Nov 2020 – https://arb.org.uk/arb-launches-new-and-improved-architects-register-nr20/)
Understanding the Gap
We believe our average gender pay gap is primarily caused by having fewer women at senior grades in our business. During the reporting period we have had a higher-than-normal turnover of employees, which has been seen across all industries. This has impacted our gender pay and the number of bonus payments.
The turnover has impacted gender pay as we have used the turnover to help restructure some of our offices and teams when someone leaves thus recruiting at the same level or seeking a more junior role.
For bonuses, due to bonuses being paid on the previous business years profits, having a large number of new individuals, who were not here during the previous business year, has meant fewer individuals have received bonuses compared to the 2021 report.
Since our 2021 gender pay report:
- Our gender balanced Promotion and Salary panel has continued to meet and review salaries across the organisation. The panel’s role is to ensure that employees are considered for promotions and annual salary increases equally and without bias.
- We have started looking at different ways of recognising contribution and distributing reward through the organisation.
- To aid in the retention and support we can give our female employees we have looked at more family based guidance to aid better transitions during key moments of family life. These include fertility and infertility treatments and becoming a parent.
- To improve our inclusive leadership and culture we have continued to invest in our internal L&D programme, GROW, using workshops to inform our senior leaders on how to lead themselves and others, and how to recognise contribution and provide support.
Hourly Pay Gap
(April 2022)
Our mean and median hour pay gap has continued to decrease over the 5 years of UK gender pay gap reporting. However, this year we have seen a small increase in both the mean and median compared to the 2021 report. The overall difference between men’s and women’s hourly pay based on a snapshot on the 5th April 2022 is 16.1% (mean) and 19.8% (median). These percentages exclude those individuals on sabbaticals, parental leave or other forms of reduced pay for April 2022.
When we compare pay for equal or similar work across our organisation the gap is significantly lower. However, factors such as our geographic spread, our broad range of consultancy expertise and relatively small size when compared to other organisations reporting make direct like for like comparison of pay equality difficult.
Gender Pay Gap – Hourly Mean & Median
Pay Quartiles based on hourly pay – Percentage of Male and Female Employees in the different pay bands (A to D).
(April 2022)
A (Lowest)
B
C
D (Highest)
Bonus Pay Gap
(April 2021 – 2022)
The difference in bonus pay between men and women during the year April 2021 to April 2022 reflects the way in which a proportion of profit is distributed as bonuses, among equity directors, the majority of whom are male.
The difference between mean and median bonus pay gap figures reflects the proportion of profit distribution to the equity directors, the majority of whom are male.
Eligibility for Bonus
(April 2021 – April 2022)
Bonus eligibility represents a snapshot from 2021 to 2022. All employees are eligible for a bonus if they have been here during the previous financial year. These numbers represent a period where certain members of staff were new to the company.
In this period 12.1% of male employees and 25.9% of female were ineligible for bonuses. These individuals were new to the organisation during the reporting period so didn’t receive profit related bonus payments from the previous business year. These individuals will become eligible in due course if they stay with the company and this will have a future impact on our figures.
The directors of the practice, both male and female, are paid at the same level. Their individual salary is 4.8 times that of the lowest paid employee at full time equivalent (FTE).
In accordance with The Equality Act (2010) (Gender Pay Gap Information) Regulations 2017. I confirm the gender pay gap data contained in this report for Stride Treglown Limited is accurate and has been produced in accordance with the guidance on managing gender pay developed by the Arbitration and Conciliation Service (ACAS). Pierre Wassenaar, Chair for Stride Treglown Ltd.
