From 6 April 2017, the UK government has required all legal entities that employ 250 or more people to publish a Gender Pay Gap report on an annual basis.
All employers with 250 or more employees must calculate and publish the following data, together with a commentary on progress made since the previous year’s report:
- mean gender pay gap
- median gender pay gap
- mean bonus gender pay gap
- median bonus gender pay gap
- proportion of men in the organisation receiving a bonus payment
- proportion of women in the organisation receiving a bonus payment
- proportion of men and women in each quartile pay band
This information must be recorded publicly, i.e. via a company website, and must also be reported in conjunction with the gender pay gap service.
RIBA is keen to encourage practices below the 250 employee threshold to voluntarily report so as to help address the Gender Pay Gap across the profession.
“RIBA’s Business Benchmarking 2023 report, which tracks business trends across UK architecture practices, found that the gender balance among architects is slowly improving. However, the pace of change needs to accelerate.
To make architecture more gender diverse, it must become a better profession for women to work in. This guidance shares examples of what works well and provides evidence based recommendations to support positive change more quickly'', writes Dr Valerie Vaughan-Dick, RIBA CEO.
RIBA has developed best practice guidance for Chartered Practices of all sizes. This guidance document provides practical steps for Chartered Practices on how to address the underlying issues of gender inequality and a pledge for our members to sign up to.
RIBA is encouraging practices of all sizes to voluntarily evaluate their Gender Pay Gap data, and share it if willing and, more importantly, to take the most effective recommended actions to improve their gender equality, and benefit the wider profession.
The recommendations in this document are based on those of the Government Equalities Office and other research into the issues underlying the Gender Pay Gap, as well as effective actions to address them. It draws on analysis and reports by other organisations as well as the RIBA’s own qualitative research with a core group of current or soon to be Gender Pay Reporting practices.
The recommendations set out workable measures that can be put in place by practices to enable the women they employ to stay in the profession and reach senior levels, thereby closing the Gender Pay Gap.
We will be updating our Gender Pay Gap guidance and support for practices this year. Please complete this online form to give us any initial views or suggestions.
Find out more about how RIBA Chartered Practices are addressing the Gender Pay Gap.
