UK gender pay statement

“Our people are at the heart of our business. We believe in fair and equitable treatment for all employees and applicants. We are committed to make full use of the talents and resources of all our employees and to provide an environment which will encourage good and productive working relationships throughout the company. Our approach to equality, diversity and inclusion makes us more innovative and with that more creative, all of which helps us better serve our clients and local communities.”

Alan Manuel, Group CEO
Currie & Brown

March 2023

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 earn 13% more than males 32%
Professional level The average pay of males earn 11% more than females 32%
Senior professional level The average pay of males earn 2% more than females 27%
Associate level The average pay of females earn 4% more than males 15%
Associate director level The average pay of males earn 4% more than females 16%
Director level The average pay of males earn 7% more than females 7%
Senior director The average pay of females earn 5% 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. 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 13% 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 11%. 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 women are earning more than men 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. At senior director level the gender pay gap is in favour of women, although this is once again a very small sample size. 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: 29.9%
  • The median female GPG in hourly pay as a % of men’s pay is: 37.2% 

Bonus pay gap

  • The % of females who were paid bonuses: 8.1%
  • The % of males who were paid bonuses: 14%
  • The mean female bonus is 34.4% lower than men’s
  • The median female bonus is 0% 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 93.2% male staff and 6.8% female staff 
  • Upper middle quartile pay is made up of 80.3% male staff and 19.7% female staff
  • Lower middle quartile pay is made up of 73.7% male staff and 26.3% female staff 
  • Lower quartile pay is made up of 56.0% of male staff and 44.0% of female staff

Tackling underrepresentation in our industry

At Currie & Brown, we are making progress; women now make up 35% of our business globally, compared to 33% in 2018, against an industry average of 18%. However, clearly there is still much to do. We remain focused on improving our gender pay gap and female representation across the business, especially at senior levels. We continue to promote diversity in our profession, and to tackle the under-representation of women in the industry through a number of initiatives.  

  • Policies: our internal policies and procedures in the workplace are being updated, for example introducing family friendly policies and benefits
  • Recruitment: updating our recruitment adverts and material to appeal to a more diverse group of people.
  • Retention: engaging more women in the workplace to better understand what will help them to build successful careers with us.
  • Development: reviewing the barriers to women progressing their careers in our business.
  • Best practice: understanding what other companies are doing in this space and implementing initiatives for the benefit of our people.

Download: 2023 Gender Pay Report

Looking after your data

Thank you for your enquiry. We believe strongly in protecting your privacy. If you are sending us a CV please send it to us via our recruitment pages which can be found here. Our privacy policy explains what information we gather about you, what we use that information for, and who we give that information to. It also sets out our rights in relation to your information and who you can contact for further information or queries. Our full privacy policy can be found here