UK gender pay statement

At Currie & Brown, we are committed to equal and balanced pay for all, and to tackling gender pay gaps wherever they exist across our organisation. The underrepresentation of women is an issue across our industry; RICS data suggests that only 19% of qualified staff in our industry are female*.

Our current headcount of female technical staff stands at 22%, which we are proud of. The proportionate lack of women, particularly at more senior levels, is a primary driver of our own gender pay gap. As with many organisations in our sector, our support functions are predominantly female, in roles that tend therefore to carry a lower salary, which distorts our statistics.

However, we are delighted to observe positive shifts in our UK business over the last 12 months, particularly the reduction in the gender pay gap at the Director level. This progress is a  testament to our ongoing commitment to gender equality and our dedication to continually reviewing and improving our practices. In alignment with our equality, diversity, and inclusion (EDI) strategy, we regularly assess our policies and practices to ensure that fairness and inclusivity are integral to all our business operations. A recent initiative we’ve implemented is the introduction of a DEI Committee, representing employees from across the UK and Europe business. 

Assistant level
The gender pay gap is 6% higher for females, while almost half of our employees at this level are female, reflecting our strategy to improve gender balance through our graduate intake.

Professional level
The gender pay gap is 5%. We are working hard to close this gap, in comparison to previous  reports, this is progressing positively. The difference is due, in part, to the lack of female chartered surveyors. The gap at this level is a result of the increased number of females joining our business in recent years through our graduate scheme. While still relatively junior and newly promoted, their salary compares less favourably with those individuals who have two or three years’ more experience. 

Associate level and above
While men are marginally earning more than women at associate level, the gender pay gap at associate director and director level has decreased, whereby women are paid more at these levels. This is reflective of the number of women who have been promoted internally and new joiners at management level. We continue to embed positive changes and behaviours in our recruitment practices to ensure we attract and appoint to our most senior roles in a fair and balanced way. This initiative has already yielded positive results, with several female leaders being promoted to the most senior grades in the business. This not only enhances the gender
balance at the top of our organisation but also reinforces our commitment to fostering an inclusive work environment. At each level, we strive to have an equal balance of pay between male and female staff. We analyse this based upon the basic salary our people earn but do recognise that other factors, such as the degree of experience or the location across our UK offices an employee is in, may mean they are more likely to receive higher remuneration than a colleague.

*RICS data as of October 2024

Gender pay gap key data

Ordinary/hourly pay

• The mean female GPG in hourly pay as a % of men’s pay: 23%
• The median female GPG in hourly pay as a % of men’s pay is: 28% 

Bonus pay gap

• The % of females who were paid bonuses: 6%
• The % of males who were paid bonuses: 8%
• The mean female bonus is 22% lower than men’s
• The median female bonus is 27% lower than men’s

The bonus scheme at Currie & Brown includes those who are directors and above. Since this group is predominantly male, we have incorporated a discretionary bonus to employees at all levels in the business, providing KPIs are achieved. This is designed to help balance out the lower number of females at director level currently.

Quartile pay bands

• Upper quartile pay is made up of 87% male staff and 13% female staff 
• Upper middle quartile pay is made up of 87% male staff and 13% female staff
• Lower middle quartile pay is made up of 64% male staff and 36% female staff 
• Lower quartile pay is made up of 64% of male staff and 36% of female staff

Addressing underrepresentation in our industry

At Currie & Brown, we’re making strides towards diversity; women now constitute 31% of our global workforce, surpassing the industry average of 19%. Despite this progress, we acknowledge the journey ahead. Year after year, we are committed to narrowing the gap and our focus remains on continuing to reduce our gender pay gap through enhancing female representation across all levels of our business, particularly in senior roles.

We are pleased to report strong progress in the last year, increasing volumes of females joining this business and internal promotions to leadership roles.

Additionally, as a firm, we persistently advocate for diversity in our profession and address the underrepresentation of women in the industry through various initiatives. These include:

• Policies: We ensure our policies and procedures are free from gender bias, explicitly and implicitly ensuring it remains compliant to current legislation and best practice. This includes the introduction of specific menopause policies and support.
• Recruitment: Continuing to engage with schools, colleges and universities to inspire the next generation of women in the industry.
• Retention: We’re engaging more women in our workplace to better understand how we can support their career success with us.
• Development: Introduction of leadership programmes and internal development groups which encourage skills development for women progressing their careers with Currie & Brown.
• Best practice: We’re learning from other companies’ initiatives in this space and implementing beneficial practices for our team.
• Working groups: We have established groups dedicated to promoting equality, diversity, and inclusion at both global and local levels.

Download: 2025 Gender Pay Report