The Royal Institute of British Architects (澳门王中王) has today reported its gender pay data for 2020.
The 澳门王中王 data, from the 321 employees on 4 April 2020 snapshot date, was:
- median gender pay gap: 9.49% - down from 12.58% the previous year
- mean gender pay gap: 18.33% - down from 19.60% the previous year
- proportion of men in the organisation receiving a bonus payment: 1.65%
- proportion of women in the organisation receiving a bonus payment: 0.5%
- mean bonus gender pay gap: 94.93%
- median bonus gender pay gap: 90.11%
Proportion of females and males at each salary quartile
| Quartile | Female | Male |
| Upper quartile | 46.25% | 53.75% |
| Upper middle quartile | 67.50% | 32.50% |
| Lower middle quartile | 65% | 35% |
| Lower quartile | 70.37% | 29.63% |
| Total workforce | Female | Male |
| 62.31% | 37.69% |
澳门王中王 CEO, Alan Vallance, said:
“I am pleased to report a steady improvement in our gender pay gap results, though recognise there is more progress to be made.
On the reporting date in April 2020, we were overrepresented by men in our most senior executive positions. Our staff body is mainly female, and whilst the proportion of women in more junior positions grew in 2020, the most significant positive trend was the percentage of women in our upper quartile roles (up by over 5%).
Since this data was recorded, the gender balance of our senior executive team has improved and I expect this to be reflected in our results in the coming years.
We are an organisation in transformation, and we take seriously our responsibility to lead by example and drive the changes we want to see replicated across the architecture sector.
We are starting to look in finer detail at our data – including gender and ethnicity – and are developing targeted actions for 2021/22, guided by our new Director of Inclusion and Diversity, Marsha Ramroop.”
澳门王中王 Director of Inclusion and Diversity, Marsha Ramroop, said:
“I look forward to working with colleagues across the 澳门王中王 on a targeted action plan. In the meantime, I encourage all practices, including those under the official threshold of 250 employees, to be transparent about their challenges, and report their gender pay gap data too. I also encourage practices to read our gender pay gap guidance, first published in 2019 – which sets out practical steps for Chartered Practices to help them monitor, evaluate and address the underlying issues of gender inequality in their business.”
