Mace exceeds its gender pay target as latest pay gap data is published
Mace, the global consultancy and construction company, has today (23 September) published its latest Inclusion Pay Gap Report revealing a 13.2% improvement in its median gender pay gap over the past year. The report looks at the latest data from Mace’s annual salary and bonus payments made between April 2021 and April 2022.
Mace published its first public-facing Diversity and Inclusion Strategy in 2020 which set a target of reducing its gender and ethnicity pay gaps by 5% year on year through to 2026. This target was superseded when a more ambitious target of 10% was adopted in the 2026 Business Strategy which was launched last year.
The 2021/22 data released today shows Mace’s Group level median pay gap has reduced over the past 12 months - from 36.4% in 2020/21 to 31.6% - a 13.2% decrease. The mean gender pay gap has also exceeded the 10% reduction target, with the gap having been reduced from 31.2% in 2020/21 to 27.7% - an 11.2% decrease.
Mace voluntarily publishes its ethnicity pay gap data, and this year the Group’s median ethnicity pay gap has improved and now stands at 24.7% (from 29% in 2020/21) – a 14.8% decrease. However, the mean ethnicity pay gap has widened (from 24.2% to 25.3%) and Mace is working closely with its Ethnic Diversity and Inclusion Network (EDIN) to address this over the coming year.
This year, Mace has increased transparency in its reporting of the pay gap data and, for the first time, has broken down the data by three ‘engines’ of its business (Operate, Consult, Construct).
Mace has also become the first construction company in the UK to join as a member of the Sunflower scheme and launch the Sunflower lanyards across our offices and sites. The sunflower is a globally recognised symbol for non-visible disabilities, also known as hidden disabilities or invisible disabilities.
People working for Mace or on Mace’s construction sites are now able to request a lanyard to indicate they have a hidden disability, raising awareness of and removing barriers around disabilities, both visible and invisible, including mobility impairments, illness, neurodiversity and mental health conditions, whether permanent or temporary.
Mark Reynolds, Mace Group Chairman and Chief Executive, said:
“We are more successful in all that we do when we draw upon a genuinely diverse pool of talent and expertise. That is why we aim to be the most inclusive employer in our sector.
“While we are pleased to report the progress we’ve made, we know we still have a way to go in truly closing the inclusion pay gap. By publishing and considering our data early, we are able to understand our performance and swiftly drive change.
“Attracting and retaining colleagues remains an industry focus but it remains the case that our sector is a place where people can build fantastic careers.”
Mace’s pay gap data for 2021/22 has been published seven months in advance of the statutory reporting deadline following a commitment made by the business in 2020 to share data as early as possible each year so that the company can understand performance better and drive change quicker.
Mace Media Line+44 20 3824 3600Email