Ireland Gender Pay Gap Report 2022

Pay Gap ReportIreland 2022Reporting period is 30 June 2021 to 30 June 2022 1Our Ireland 2022 Pay Gap ReportAbout ArupFor over 75 years, Arup has been recognised for its vision, talent and tenacity. Since our foundation in 1946, Arup has grown to be one of the largest consultancy firms in Ireland working across every aspect of today’s built environment. We are an independent firm with over 700 designers, planners, engineers, project managers, consultants and technical specialists across our four offices.Working to deliver a sustainable future, we have built a reputation for bringing global expertise to an increasingly broad range of projects across all sectors in the construction industry. Founded to be both humane and excellent, we collaborate with our clients and partners using imagination, technology and rigour to shape a better world. Understanding the gender pay gapWe know that our gender pay gap is driven by the fact that we have a significantly higher proportion of men than women across our firm, particularly in leadership grades where pay is higher. This combined with the positive gender diversity in our early career and mid career grades means our gender pay gap persists. This in fact reflects the gender imbalance prevalent in our industry and is the main driver of our pay gap.The gender pay gap is a calculation across all roles at Arup in Ireland, not of the difference in pay between men and women doing similar roles. To ensure we uphold equal pay; we undertake an annual equal pay audit during our annual salary review process. Our gender pay gapImproving the representation of women across the firm continues to be a priority for us and our target is to employ 40% female and 60% male staff members by 2025 and we will continue to strive for gender parity in our recruitment across all levels. The percentage of women within the leadership grades has increased from 23.2% in FY 2020/2021 to 24.4% in FY 2021/2022. Overall, representation of women in Arup in Ireland has gone up from 36.4% in FY 2020/2021 to 38.6% in FY 2021/2022. Increasing our gender representation at all levels of the organisation takes time; however, we continue to see steady improvement over the years. In 2013, our female representation at Arup in Ireland was 27.8% overall and 17.5% in leadership grades.Our gender bonus pay gapArup has been owned in trust for the benefit of our staff since 1977 and our bonus equivalent is our profit share scheme. All our people share in the collective success of the firm and profit share – which is announced twice a year – applies to all permanent and fixed-term roles, with men and women participating equally.Our bonus gap is due to having less females at leadership grades and greater representation at early career grades. Our leadership roles have higher pay, and the number of shares members are allocated also increases by grade and length of service. Part-time roles also play a part, as the statutory calculations do not convert bonuses paid to part-time employees to a full-time equivalent. Women make up 77.8% of our part-time workforce for FY 2021/2022.What is the mean and median?The mean is the average pay or bonus for a woman and a man.The median is the ‘middle’ pay or bonus for a woman and a man, when all values are distributed from low to high. The median is considered more meaningful as it is less affected by outliers.The representation of women across Arup has gone up from36.4%FY 2020/2021 to38.6%FY 2021/2022Number of staff39%61%Total staff - 726*FemaleKeyMale*at 30 June 2022 2Gender pay gap analysisCalculate the % of male and of female employees who are paid bonusesCalculate the % of male and of female employees who received benefits in kind% Female paid bonus92.1%% Male paid bonus91.5%% Female paid benefit in kind59.4%63.1%FemaleKeyMale% Male paid benefit in kind 3Quartile 4Upper hourlyremuneration quarter(highest paid)Gender pay gap analysisOrganise the employees into quartiles based on hourly remuneration of all male & female fulltime employees and calculate the proportions of male and female employees in each quartile.Quartile 1Lower hourly remuneration quarter(Lowest paid)Quartile 2Lower middle hourly remuneration quarterQuartile 3Upper middle hourly remuneration quarterMaleFemale52.3%54.9%66.3%74.9%47.7%45.1%33.7%25.1%FemaleKeyMale 4Gender pay gap analysisCalculate the mean hourly remuneration of male and of female employees, then calculate the gender pay gap in mean hourly remuneration of all employees. Do the same for male and female part-time employees and for male and female employees on temporary contracts.Calculate the median hourly remuneration of male and of female employees, then calculate the pay gap in median hourly remuneration of all employees. Do the same for male and female part-time employees and for male and female employees on temporary contracts. Mean gender pay gap all staff21.9%Mean gender pay gap temporary contract staff only23.2%Mean gender pay gap part-time staff