Populous Publishes UK Gender Representation and Pay Gap Data

Gender Pay Gap reporting regulations in the UK require organisations with over 250 employees to publish their Gender Pay Gap results annually.

The legislation sets out a precise method by which the gender pay gap should be calculated, as well as specifying various measures that companies are required to publish.

The gender pay gap is determined by analysing employees’ standard hourly pay, looking at the mean and median of salaries on a single ‘snapshot’ date, and the mean and median of bonuses paid in the 12 months preceding that date. The data identifies disparities in the number of men and women employed at various levels across a company. It does not demonstrate that there are differences in salaries or bonuses paid for the same role.

Populous EMEA data (for UK-based employees only) is based on a snapshot date of 5th April 2024.

The number of UK-based employees at Populous on that date was 368, of which 41% were women and 59% were men, significantly above the UK Architecture industry average of 34% female representation.

Although not yet at overall parity, there has been a steady increase in female representation within Populous EMEA since the snapshot date. As of March 2025, 45% of employees within the region are female. Furthermore, 56% of graduate hires (part 1 and part 2) since 2023 are female, continuing this positive trend.

Analysis 1 – % of men and women in each hourly pay quarter

This reflects that at the early career stage, representation of men and women is more equal. However, as salaries rise, female representation reduces.

Analysis 2 & 3 – Mean and Median gender pay gap (for hourly pay)

This shows median average pay is closer to parity; the difference between median and mean reflects that more of the most senior employees are male.

Analysis 4 – Mean and Median bonus pay gap

The mean and median pay gaps reflect that a higher percentage of the most senior employees at Populous UK are male.

At the EMEA level, Populous has a number of senior female leaders based outside the UK.  When the data is expanded to include all EMEA employees, not just UK, these median and mean gaps reduce for both bonus and salary. This reflects that the pay gap is addressed through having more women in senior roles.

Analysis 5 – Bonus eligibility

All employees are eligible to receive a bonus for calendar years in which they have been employed.

Based on the snapshot date and a significant recent acceleration of hiring new roles, there are a number of employees who joined between January – April 2024, who were therefore not yet eligible to receive a bonus for the 2023 calendar year.

To summarise, the gender pay gap is not an indication of unequal pay between men and women, who are paid equally for performing equivalent jobs throughout Populous EMEA. Instead, it reflects disproportionate representation of men and women in senior roles across the practice.

Populous remains fully aware of this issue and is actively exploring mentorship and training programmes – both globally and regionally – to support the growth and development of female colleagues and address this imbalance.