UK GENDER PAY GAP REPORT 2017

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1 UK GENDER PAY GAP REPORT 2017

2 Impact of our vision and values BuroHappold strives to be a diverse and inclusive practice that reflects the varied communities and clients we serve. Our vision is to ensure that all our people are given the support and opportunities they need to reach or exceed their potential. We welcome the UK Gender Pay Gap Report as a chance to examine the reach of the initiatives we have in place to address gender bias, highlight the challenges we face, and achieve greater gender equality in our practice and the wider engineering industry. Neil Squibbs Chief Executive Officer BuroHappold Engineering Misti Melville Global HR Director BuroHappold Engineering We confirm the information and data reported is accurate as of the snapshot date 5th April 2017.

3 What is the Gender Pay Gap Report? As part of the UK government s approach to achieving gender equality, all employers with more than 250 employees must collect and publish data on the difference between their average male and female salaries, as of 5th April Following the required reporting, this Gender Pay Gap Report focuses on hourly pay and bonuses paid to both male and female employees, and examines: Mean and median hourly pay Mean and median bonuses Proportion of males and females receiving bonus Pay distribution by gender.

4 Hourly pay rates and bonus payments Proportion of employees receiving a bonus DIFFERENCE BETWEEN MALES & FEMALES WOMEN MEN Mean Average Median Middle Hourly pay 19.2% 20.1% Bonus paid 19.7% 25% 39.5% 42.8% The gender pay gap shows the difference between the average earnings of male and female employees and is expressed as a percentage of male earnings (e.g. females earn X% less than male employees). The data is taken as per the regulations requirements, from a snap shot date of 5th April 2017 and so does not represent our current position. The results show there is a 0.9% variation between mean and median hourly pay. In accordance with the regulations, the calculations are taken from the 12 month period ending 5th April 2017, hence they are 2016 s bonus payments. The results show that 3.3% more male employees received bonuses than female employees. As the majority of our technical staff are male, and the majority of our non-technical staff female, this has resulted in more male employees overall receiving a bonus. Pay quartiles proportion of males and females in each quartile band LOWER QUARTILE LOWER MIDDLE QUARTILE UPPER MIDDLE QUARTILE UPPER QUARTILE 50% 50% 65% 35% 71% 29% 84% 16% Each quartile contains no more than 221 employees. MALE FEMALE Our findings Historically, more males have been drawn to careers in science, technology, engineering and mathematics (STEM) industries, so it is not surprising that the findings of our report echo the greater gender pay gap found across the engineering sector. BuroHappold has been working to address this imbalance for many years, and we are proud of our efforts to effect meaningful change. Our gender split for technical/senior roles already exceeds the UK standard, with 24% of these positions occupied by females, despite females accounting for only 11% of the engineering population across the UK.

5 Closing the gap As a signatory of the Women In Science and Engineering (WISE) Ten Steps we are committed to improving our internal practices with a view to ensure our female engineers are afforded the same opportunities to progress as their male counterparts. We recognise the need to continue to nurture, develop and promote female talent within our practice. We will progress existing successful approaches, which include: Graduate intake Our graduate intake for 2017 comprised an almost 50/50 split of males and females. Returner programme We will be refreshing a Maternity Returners programme in 2018 designed to support women as they return to work after leave. Manager training Career conversations with employees of any gender should include discussions around overcoming barriers to progression. Flexible working We promote flexible working practices with the aim of providing all employees with options that will allow them to grow and thrive within the business. Recruitment and selection Our most recent resourcing data illustrates that a combination of inclusive recruitment practices, manager training and the use of technologies, has enabled us to increase the number of UK female applicants. Although the UK engineering population is 11% female, 22% of applications to our roles were female and the number of female technical hires was 33%, with a 10% increase in the number of senior female hires. Inclusive leadership In assisting managers to understand the principles of inclusion and recognise bias, we create an environment where everyone feels welcome, able to be authentic and showcase their talent in diverse teams. Career conversations with employees of any gender should include discussions around potential barriers to progression or development, and how these can be overcome.

6 Change comes from within The data we have gathered as part of this UK Gender Pay Gap Report has played a critical role in helping us understand the impact of our policies and practices. It has also proved invaluable in helping us identify areas for improvement so that we can continue to work towards achieving greater diversity and greater gender balance. To create significant impact, we must work together to make BuroHappold an inclusive environment and this is why we are committed to encouraging far-reaching cultural change across the practice, in every discipline, and at every level.

7 We are a diverse, one-firm culture. When we get it right, it sings. Internal barriers are always to be overcome through inclusivity. From the BuroHappold Principles CONTACT Lucy Miller Global Head of Inclusion, Diversity and Engagement lucy.miller@burohappold.com Copyright BuroHappold Engineering. All Rights Reserved

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