The gender pay gap is a measure of the difference between the average earnings of all males and females across all functions and all levels of an organisation. The Gender Pay Gap measurement is NOT the same as equal pay. Equal pay relates to males and females being paid equally for equal work and is a legislated requirement. Companies can still have a gender pay gap whilst paying males and females equitably.
Our gender pay gap reflects the challenges we and the industry have in recruiting and retaining women within traditionally male-dominated specialisms. The current UK engineering workforce is 86% men and 14% women.
In 2022 we, at Royal HaskoningDHV UK had a 33% female, (increase of 0.5% higher than last year) whilst this is above the industry norm there is still work to be done to actively increase this. Furthermore 24% of females were part time compared to only 4% men.
Recently, we supported parents by enhancing maternity, adoption, and paternity pay. We also supported women with the implementation of a UK menopause policy. In January 2023 we conducted a UK-wide employee survey on equality, diversity and inclusion. In 2023 we will also (among other things):
Jonathan Bull, UK Resident Director Royal HaskoningDHV: “Our ambition for our workforce is to reflect the clients and communities we serve. A diverse, inclusive working environment allows us to serve our clients better, contributing to the success of our business and our purpose of enhancing society together. It is clear from our gender pay gap results for 2022 that we need to be bolder, braver and step out of our comfort zone to really initiate meaningful change and achieve our ambition.”