PRP

Gender Pay - Year to 5 April 2020

For the fourth reporting year running, our gender pay figures continue to move in a positive direction. Our internal checks and audits, conducted at various key stages, enable us to monitor and maintain our on-going commitment to closing the gap.

Contributory Factors

The difference in male employee numbers compared to female, particularly within the upper quartile, which is still more than double in number, remains a contributory factor to the existence of a gap in terms of pay and bonus.

A strong proportion of female employees mainly in the lower quartile, a number of which hold support roles, will also have a bearing on the disparity. This is despite the greater proportion of females in the upper middle quartile.

However, we are seeing a stronger proportion of females progressing to qualified status, enabled by our dedicated approach to the development of our architectural assistants, which includes a financial contribution. There is also a growing proportion of females taking on more senior roles as well as joining the business. With this in mind, we will continue to ensure the following:

  • Our recruitment, L&D and progression processes and practices remain free from barriers
  • Our culture and ethos supports and promotes inclusivity and diversity
  • Availability where possible of flexible working to all employees irrespective of length of service and with no restriction on the number of requests
  • Discussions around shared parental leave at key stages with all employees
  • Membership of Investors In People to reinforce our approach to equality

Our Gender Pay calculations (all relevant employees) as at 5 April 2020 were as follows:

Average Hourly Pay


Year to 05/04/2020
The Mean Gender Pay Gap 13.03%
The Median Gender Pay Gap 14.23%

Average bonus

Year to 05/04/2020
The Mean Bonus Gender Pay Gap 25.00%
The Median Bonus Gender Pay Gap 28.57%

The Proportion of males and females receiving a bonus payment

Year to 05/04/2020
Male 69.79%
Female 64.08%

Quartile Pay Bands


Year to 05/04/2020
Lower Quartile
Male 19 38.00%
Female 31 62.00%
Total 50
Lower Middle Quartile
Male 22 44.00%
Female 28 56.00%
Total 50
Upper Middle Quartile
Male 22 44.00%
Female 28 56.00%
Total 50
Upper Quartile
Male 33 67.35%
Female 16 32.65%
Total 49


Previous Years

Average Hourly Pay


Year to 05/04/2019 Year to 05/04/2018 Year to 05/04/2017
The Mean Gender Pay Gap 15.23% 17.69% 18.85%
The Median Gender Pay Gap 13.21% 19.03% 20.03%

Average bonus

Year to 05/04/2019 Year to 05/04/2018 Year to 05/04/2017
The Mean Bonus Gender Pay Gap 52.39% 47.66% 45.37%
The Median Bonus Gender Pay Gap 20.00% 20% 32.86%

The Proportion of males and females receiving a bonus payment

Year to 05/04/2019 Year to 05/04/2018 Year to 05/04/2017
Male 74.04% 76.47% 58.18%
Female 63.25% 69.17% 63.48%

Quartile Pay Bands


Year to 05/04/2019 Year to 05/04/18 Year to 05/04/17
Lower Quartile
Male 19 34.55% 15 28.30% 18 32.73%
Female 36 65.45% 38 71.70% 37 67.27%
Total 55 53 55
Lower Middle Quartile
Male 25 45.45% 24 45.28% 24 43.64%
Female 30 54.55% 29 54.72% 31 56.36%
Total 55 53 55
Upper Middle Quartile
Male 23 41.07% 22 41.51% 27 49.09%
Female 33 58.93% 31 58.49% 28 50.91%
Total 56 53 55
Upper Quartile
Male 38 69.09% 39 73.58% 40 72.73%
Female 17 30.91% 14 26.42% 15 27.27%
Total 55 53 55


Neil Griffiths
Senior Partner

March 2021