Published
Manon Bradley, Development Director of the Major Projects Association, reflects on the latest data on equal pay, and asks some key members of the Association for their thoughts on the data.
November 22nd is equal pay day. This means that from this day onwards, on average, UK women stop being paid compared to men.
On average, full time working women in the UK earn 10.7% less than full time working men. Last year’s figure was 10.9% demonstrating that this phenomenon is changing at a glacial rate. And this figure is an average – the data shows that the gap is greater for black and minority women.
The Major Projects Association has long campaigned for greater representation of women within major projects, particularly at senior levels. Equal pay day offers us an opportunity to look at our own data and question whether the various industries which make up major projects are faring better or worse than this 10.7% figure.
“Whenever our members share lessons, experience and ideas in relation to equality, diversity and inclusion I always come away encouraged that we’re moving in the right direction. It is therefore more than disappointing to see that when it comes to gender pay gap the world of major projects could be worse than the average across all employment in the UK.”
Andy Murray, Executive Director, Major Projects Association
The latest ONS report shows women being paid 14.9% less than their male counterparts. The construction sector is worse than average at 15.8% and the professional/scientific/technical roles likely to be involved in projects have a gender pay gap of 19.9%. Some are better than average with architects and management consultants sitting at around 10%, but the truth is the multi-organisational make-up of major projects makes it difficult to assess one project distinct from another or the same project one year from another. Since reporting on gender pay was mandated for large companies in 2017 the average pay gap has reduced – but slowly.
While it is encouraging to see improvement, at the current rate it is projected that the UK will not reach gender pay equality until 2044.
We asked some key members of the Association what they thought of this data.
“In 2018 I was talking about the gender pay gap and the importance of making the construction and infrastructure sector an inclusive space for women, where women wanted to work and could progress and reach their potential. We discussed and agreed and tried to commit. In that year, EPD was on 2nd November. Now in 2023, it’s still an issue, and it’s only improved by 5%. It is vital that we make the workplace somewhere equal, equitable and fair.”
Huda As’ad, Managing Director – Capital Projects and Infrastructure UKI
“Equal pay is critical to attracting and retaining the talent we need to deliver major programmes. We’ve come a long way, but I still hear far too many stories where women are having to fight to be paid fairly or leaving because they know they are not. It’s time to address this and fully commit to delivering equal pay.”
Lisa Kelvey, Partner, KPMG
The final word goes to David Goldstone, member of our Board and Chair of the Association’s Equality and Diversity Task & Finish Group.
“Gender Pay Gap figures in our sectors do not make for pleasant reading. We should be asking ourselves what more can be done and why not now? Through the Inclusion Hub, the Major Projects Association will continue to champion such issues and convene members to drive improvement. Gender pay inequality is a complex issue, but we know that those who work in major projects are not shy at tackling complexity. So, I’d encourage all MPA members to ask themselves, what more can I, and my organisation, do to help improve this position? It will only change if we take personal ownership of it.”
David Goldstone, CEO Restoration and Renewal Delivery Authority Ltd
