Cushman & Wakefield has included partners in its gender pay gap report for the first time.
When including all employees, salaried partners and equity partners, the mean and median pay gaps at the firm as at 5 April 2018 have remained broadly flat on year at 35.8% and 33.5% respectively.
The firm recalculated its gender pay gap for 2017 to include partners, which increased the original mean and median gender pay gaps slightly to 35.7% and 33.3% respectively.
The discrepancy is due to there being a higher proportion of women at Cushman & Wakefield who fall into the lower pay quartile (54%) and a low proportion of women in the highest pay quartile (18%).
In the report, Cushman & Wakefield states there are “too few women at partner level and above”. The firm adds that at the junior end, including associates, senior surveyor, and surveyor roles, women “are not progressing at the pace we would like to more senior levels”.
George Roberts, head of UK & Ireland at Cushman & Wakefield, said: “We feel that including our full population is crucial to ensure we provide a transparent picture of our pay gap. We would urge all companies with similar partnership structures to do the same.”
“While it is disappointing to report any form of increase, reducing the gender pay gap in a large, fast-growing organisation is not a quick fix and progress will not always be linear. However, we have taken steps to improve diversity throughout our business and I am confident we will soon see the benefits of this considerable underlying work.”
Partners at Cushman & Wakefield receive a partner drawing which is not directly comparable to salary. The firm has calculated this on a full-time-equivalent basis to make the data consistent across grades.
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