UK gender pay statement

“Our people are at the heart of our business. We uphold the principles of fairness and equity for every employee and applicant. Our commitment is to harness the full potential of our employees’ talents and resources, fostering an environment that promotes productive working relationships across the company. Our dedication to equality, diversity, and inclusion fuels our innovation and creativity, enhancing our ability to serve our clients and local communities more effectively.”

Alan Manuel, Group CEO
Currie & Brown

March 2024

What is the gender pay gap?

The gender pay gap is an equality measure that shows the difference in average earnings between women and men. It does not show differences in pay for comparable jobs. Gender Pay Gap, UK Government.


How does the gender pay gap differ to equal pay?

Equal pay refers to the fact that everyone will receive fair and equitable remuneration based upon the work they undertake, the role they carry out and the contribution they make to the success of the organisation.


Analysis of technical staff at Currie & Brown

Job title Earnings % % of female headcount/grade
Assistant level The average pay of females is 10% more than males 38%
Professional level The average pay of males is 12% more than females 49%
Senior professional level The average pay of males is 7% more than females 24%
Associate level The average pay of males is 2% more than females 20%
Associate director level The average pay of males is 6% more than females 13%
Director level The average pay of males is 5% more than females 10%
Senior director The average pay of females is 7% more than males 13%

Last three years figures can be found here:


Gender pay gap analysis at Currie & Brown

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 18% of qualified staff in our industry are female (according to RICS data as at February 2022). 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.

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. Our pay and benefits are set against a transparent competency framework and reviewed at the most senior level in our organisation, to ensure we reward people fairly and competitively. Our approach is designed to remove any subjectivity or unconscious bias in these decisions.

  • Assistant level - The gender pay gap is 10% 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 12%. We are working hard to close this gap. 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, there is a gender pay gap at associate director and director level. This is reflective of the small sample size distorting the statistics, particularly at Director level, where we have newly promoted and new joiners at the lower end of the pay bracket for this 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.

Gender pay gap key data

Ordinary/hourly pay

  • The mean female GPG in hourly pay as a % of men’s pay: 24.2%
  • The median female GPG in hourly pay as a % of men’s pay is: 31.5% 

Bonus pay gap

  • The % of females who were paid bonuses: 5.6%
  • The % of males who were paid bonuses: 11.4%
  • The mean female bonus is 16.5% lower than men’s
  • The median female bonus is 29% lower than men’s

NB 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 females at director level currently.

Quartile pay bands

  • Upper quartile pay is made up of 85.5% male staff and 14.5% female staff 
  • Upper middle quartile pay is made up of 84.9% male staff and 15.1% female staff
  • Lower middle quartile pay is made up of 61.8% male staff and 38.2% female staff 
  • Lower quartile pay is made up of 61.4% of male staff and 38.6% of female staff

Tackling underrepresentation in our industry

At Currie & Brown, we’re making strides towards diversity; women now constitute 32% of our global workforce, surpassing the industry average of 18%. 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, with several female employees promoted to Director grade.

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 have updated our internal policies and procedures including the introduction of family friendly policies and benefits.
  • Recruitment: We have updated our recruitment advertising and marketing materials to ensure we appeal to a more diverse talent pool and introduced systems to automatically screen for possible bias on our job adverts.
  • Retention: We’re engaging more women in our workplace to better understand how we can support their career success with us.
  • Development: We’re examining the obstacles that women face in advancing their careers in our business.
  • 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: 2024 Gender Pay Report

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