Gender pay report 2022

Ramboll’s gender pay gap reduces further as our overall gender balance improves and we see greater female representation in the upper pay quartile.

Addressing gender balance to close the pay gap

We are pleased to report a reduction in our gender pay gap again. However, we recognise that there is considerable work ahead to close the gap for good.

Our overall gender balance has improved during this period, rising from 30.87% in 2021 to 32.29% in 2022. This has been largely driven by higher female representation through our early careers stages.

Whereas progress has been made, but is slower, within more experienced and senior positions due to historical structural shortages of women within the industry.

It is this two-speed progress that perpetuates the gender pay gap and is something that can only be addressed sustainably over time. It requires us to provide the appropriate support, opportunities and culture for women to enter, progress and remain in the industry.

  • : 21.29%

    Median Hourly Pay Gap

  • : 21.20%

    Mean Hourly Pay Gap

  • : 50.66%

    Median Bonus Gap

  • : 51.04%

    Mean Bonus Gap

  • : 53.30%

    Women Paid a Bonus

  • : 52.98%

    Men Paid a Bonus

Gender representation by pay quartile

:

“Ramboll has always been a company driven by a sense of purpose and a strong set of values. Taking action to address social challenges is incredibly important to us, which is why I’m proud that our collective efforts to close the gender pay gap are having an effect and we can report a further reduction for 2022.

I firmly believe that widening and diversifying the talent pool is fundamental to solving some of the most pressing challenges facing the world today. I’ve seen first hand how diverse teams can inspire more creative solutions, providing further incentive to concentrate on initiatives that attract women and other underrepresented groups into our industry and, once here, help them enjoy long and fulfilling careers.

Closing the gender pay gap for good is going to take time, effort and deliberate action but I am optimistic about Ramboll’s progress towards this goal and how it will shape our organisation and the impact we have in our work.”

Philippa Spence, UK Managing Director Ramboll

Meaningful change

To achieve better gender balance throughout every level of our company and help to close the gender pay gap, we have initiatives in place to:

  • Attract more women into STEM careers or to return after career breaks
  • Develop women to help them progress their careers and boost representation at senior levels
  • Retain women by addressing causes that may lead some to leave Ramboll or the industry entirely
Attract
Return to Work

Ramboll has a dedicated Return to Work programme offering supported opportunities for people returning to engineering, project management or consultancy after a career break. There are many reasons people take time out of their career, but caring responsibilities are arguably one of the most common, while also disproportionately affecting women. This programme is helping us to benefit from the experience and expertise of a more diverse talent pool, whilst equipping participants with the confidence, opportunity and practical accommodations to return to a career they love.

Inspiring the next generation of women

Through internal EDI networks, passionate employees continue to work towards meaningful change both within Ramboll and society at large. Our STEM network delivers regular school outreach programmes with partners including Into University and StemFEST to encourage young people to consider a career in engineering or consulting, while promoting diversity. And our Gender Balance network provides more targeted inspiration for young women and girls, such as through annual International Women in Engineering Day (INWED) campaigns.

Retain
Flexible Working Culture

Ramboll is proud to be one of the most flexible employers in our industry. Internally, we promote the benefits of flexible working and provide practical advice to line managers and employees on how to discuss and agree informal or formal flexible working arrangements. Embedding a flexible working culture is good for all employees, but is especially valuable to anyone at risk of leaving or pausing their career due to personal circumstances.

Women’s Inclusion

An Inclusion workshop has been developed to raise awareness of the ways women and minority groups can feel excluded or vulnerable at work, provide advice on how to mitigate these risks and intervening should the need arise.

Develop
Women Mentoring Circles

Our peer-to-peer networking circles for senior women have recently been expanded to all women within the organisation. Each small group determines their own agenda for discussing and exchanging experiences, sharing learning and inspiring upward progression. “I just wanted to share my good news with you all – and thank you for your contribution to this ‘circle’ in the past year – you may not have realised, but you encouraged me to apply for promotion – and I was successful!” – Feedback from one of our mentoring circle participants

Formal training and development

Over the last few years, we have ensured every employee is part of a development programme and receives regular training. This has led to the introduction of our Early Careers programme for those new to industry such as our graduates and apprentices and additional targeted development and mentoring opportunities for high potential employees at Emerging Talent, Management and Leadership grades. With additional structure around setting development goals, reviewing progress and annual salary reviews and promotions, Ramboll has the mechanisms in place to support employee development and additional safeguards for ensuring they are applied without bias.