EDI Spotlight
TO support equity, CICES has recently rolled out the Women’s Network, however, the gender pay gap is still an issue with women earning significantly less per hour.
For example, in 2023 the gap for quantity surveyors was 17.3% and 21% for managers and directors in construction. Reasons can be varied such as part time working but also the impact of the ‘glass ceiling’ as the survey shows less women in their 40s and 50s are in senior positions when typically, salaries increase.
To improve this, some discuss that women need to negotiate better, however, industry (and society) needs appreciate the impact of time-demands on women influences pay. Goldin1 discusses that early in careers the gap is minimal, but this grows for those who can work excessive hours, putting women at a disadvantage.
When couples have the difficulty of balancing family budget and caring responsibilities, the person who is willing to take on demanding hours are likely to have the greater salary whereas the person who needs predicable and flexible hours will be penalised.
Businesses that control working hours and do not have employees on demand to clients, removes the advantage of those who work excessive hours. Pharmacy uses this model and has closed the gap for a pharmacist to 3.5%2.
Family-friendly flexible working patterns and paternity leave in companies help us move towards an equitable position but we also need the workforce to understand the importance of this flexibility and not penalise colleagues.
Nicki Clancy MCInstCES, Managing Quantity Surveyor, Alun Griffiths
Nicki.Clancy@alungriffiths.co.uk
• For more information on the EDI Council please contact: EDICouncil@cices.org
1 Claudia Goldin (2023) Career and Family Women’s century-long journey toward equity
2 Office of National Statistics, Gender Pay Gap in the UK:2023 www.ons.gov.uk
