Our Gender Pay Report

We are now in our third year of reporting the gender pay gap at Buro Happold and we are making progress in the following key areas:

• The proportion of females in technical and senior roles
• Recruiting a higher proportion of females than the number of female applicants and available talent pool
• Achieving a 50/50 split in promotions for nontechnical roles
• Reducing the gender pay gap between men and women to less than 1% in some grades

However, we are clear that we must address and continue to improve in other areas.

Actively working to reduce the gender pay gap is a constant; this annual review enables us to summarise our progress and add clarity to what will continue to be a work in progress. Our ongoing work requires us to:

• Further analyse the shape of our organisation, reviewing how our pay quartiles are populated.
• Continue to set hiring targets and achieve gender balanced recruiting at graduate level
• Critically assess salary reviews and checking parity
• Establish a promotion panel to monitor promotion nominations
• Ensure gender parity on our Leadership Development Programme.