Our UK Gender Pay Gap Report 2022

As an employer of more than 250 people, we are required by UK law to publish our gender pay gap information. We very much welcome this as we strive for a collaborative, equal working environment.

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.   

Important outcomes 2022 report 

  • When comparing average hourly wages (mean) women receive 69.6p for every £1 that men receive, a mean gender pay gap of 30.4%  
  • Whilst the gap has decreased by 7% since 2017 over the last few years, the gap has flatlined  
  • We have a gender bonus gap; the mean gap is 49.7% and the median gap is 29.5%. 
Team UK

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. 

What are we doing to address our gender pay gap?  

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): 

  • Offer more roles on a part time/flexible basis to encourage women to apply  
  • Ensure a balanced male to female ratio within our graduate programme  
  • Continue to encourage more women into science, technology, engineering and math roles  
  • Review our employment policies, job adverts, job descriptions and recruitment process to ensure they are inclusive and encourage diverse candidates  
  • Focus on building line manager capabilities to drive equality, diversity, and inclusion in their teams, whether it’s about culture, recruitment or career development.

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.” 


Learn more about our equality, diversity & inclusion commitments