With UK architecture failing to make progress on closing its gender pay gap, what more can be done" Nat Barker reports.
"Every year people say 'we must do better', but then actually have no plan, no strategy, no vision for how to actually do this stuff better," said Marsha Ramroop, a diversity and inclusion consultant and former inclusion and diversity director at the Royal Institute of British Architects (RIBA).
"There's no one simple fix to the gender pay gap, and if we want to tackle it in a useful way, we need to fundamentally look again at some of our systems and how they're done," she told Dezeen.
"The pace of change is too slow"
"Progress is definitely slow," agreed Igea Troiani, head of division for architecture at London South Bank University and until recently chair of Women In Architecture UK. "I don't think we're making the headway we should be making, and that's because some of the strategies aren't actually working effectively."
Each year in April, UK companies with at least 250 employees are required to publish data on their gender pay gaps.
For architecture, the overall picture is not encouraging.
Ten architecture-specific studios have reported their gender pay gaps every year since the rule was introduced in 2018 ? Allford Hall Monaghan Morris, Allies and Morrison, BDP, Foster + Partners, HawkinsBrown, PRP, Sheppard Robson, Stride Treglown, TP Bennett and Zaha Hadid Architects.
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