Analysis of the Gender Pay Gap figures submitted by the top geotechnical companies reveals that most women employed by the sector are in low paid jobs and having a higher proportion of women in top roles does not guarantee a smaller pay gap.
The gender pay gap is the difference in the average hourly wage of all men and women across a workforce and not the same as unequal pay for the same job.
A government statement has said that if women do more of the less well paid jobs within an organisation than men, the gender pay gap is usually bigger. Figures submitted to government show that a quarter of women employed by geotechnical firms fall into the lowest paid roles.
The top five contractors, based on the 2017 Geotechnical Services File, have an average of 6.2% of women in top quartile (highest paid) roles but the average difference in mean hourly rate for women in 28.8% lower. The top five consultancies have 15.5% women in top roles but the average difference in mean hourly rate for women is not significantly different at 24.6%.
“The Gender Pay Gap reporting provides further evidence of the serious issue of the under-representation of women in engineering. It also highlights the lack of women at senior levels and in occupations that pay higher salaries,” said Royal Academy of Engineering CEO Hayaatun Sillem.
“While the profession is motivated to address under-representation and work is underway to increase the number of female engineers, there is still much more to be done. At just 9%, the UK has the lowest proportion of female professional engineers of any European country and the pace of change in the diversity of the UK engineering workforce has been disappointingly slow. UK engineering is facing serious skills shortages, and addressing diversity and inclusion will not only help bridge this gap, it will also help drive innovation and creativity and ensure that those who design and build the world around us are more reflective of wider society.”
|How do the top 10 from the 2017 Geotechnical Services File compare?|
|Difference in women’s mean
hourly rate compared to men’s
|Proportion of women in each
pay quartile (in percent)
|Top||Upper middle||Lower middle||Lower|
|* figures based on parent company|