Closing the UK Gender Pay Gap: Our journey in 2024

Our 2024 UK Gender Pay Gap Report shines a light on the positive strides we've made on this journey. 

In our UK workforce, the gender distribution stands at 66.8% male and 33.2% female, mirroring the broader challenges of underrepresentation of women in the engineering sector.  
Despite these industry-wide hurdles, we're proud that over 2024 we reduced our overall mean gender pay gap by a further 2.7 percentage points, from 29.2% to 26.5%.  Over 2024, we are also pleased to report equal pay for equal work, regardless of gender.  

True gender equality in the workplace is about representation at every level, particularly in senior positions where the gender gap is most pronounced. We understand that this is where our gender pay gap stems from, and it's an area we're keenly focused on. In 2024 we hired more females than in the year before, and more than half of the early career graduates we hired were female. The result is unfortunately an increase in our median gender pay gap from 25.3% to 30.4%. Going forward, we will continue to work to make the gap smaller by supporting our female employees to advance their careers and implementing targeted strategies and fostering a culture that celebrates diversity and inclusion.

As part of that commitment to diversity and inclusion, we are also mindful of those who do not identify within the binary gender framework. At Royal HaskoningDHV, we are dedicated to creating a welcoming space where all individuals can be their authentic self. 

As we share our 2024 Gender Pay Gap Report, we're reminded of how far we've come and how far we still have to go. It's a journey we're proud to be on, driving change within Royal HaskoningDHV and beyond. 

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 – it 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.