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Why UK architecture's gender pay gap isn't improving
- UK architecture is struggling to close its gender pay gap, which remains stubbornly at 15.4%, according to data from 10 companies. Architecture is faring worse than the UK average pay gap for all industries, which is 7.7%. The problem centres on too few senior women, with the lack of transparent career development structures exacerbating the issue. Moving toward enhancing architects’ family life and offering remote working and part-time roles will be key antidotes to change, according to guidelines by the Royal Institute of British Architects.
- Diversity consultant Marsha Ramroop says change is inadequate. She notes that lack of transparency and effort in firms' pipelines together with few women joining the industry prompt talented women to exit. Architecture is classed as a "greedy job," a feature that impacts on everyone working as an architect. Long work hours for low pay are driving away architects who see they can earn more in other sectors. Improved workplace flexibility and enhanced parental leave pay could go a long way to reducing the gender pay gap.
- "Having more women in the workforce and retaining women who are highly skilled in architecture should be a business imperative," said RIBA's director of inclusion and diversity, Robbie Turner. Efforts to provide more family-friendly policies are beginning to gain traction. However, some practices are still at odds with remote working culture given the importance of Ccollaboration in architecture. There is also a mindset issue, with some practices focusing more on undercutting rivals than charging higher fees and paying employees fairly.
- Driving up project fees might help studios enhance employees' working conditions and provide better pay. Architecture businesses such as Mamou-Mani and Clare Nash Architecture have been able to balance reasonable working hours and good pay. Collecting more data about wage structures and proposing a banding system could also help to increase transparency.
- While acknowledging slow progress, some believe that efforts will pay off. Igea Troiani, head of division for architecture at London South Bank University, is optimistic that the profession is on track to reduce the gender pay gap. Turner agrees and notes that recognising the benefits to business of family-friendly policies is driving interest in change.
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