Our Gender Pay Gap Report 2021

Over the last 12 months, we have launched a mentorship programme to support the development of female talent and each of our ED&I (Equality, Diversity & Inclusion) employee networks now has a director-level sponsor. We have stepped up our efforts towards minimising bias and removing barriers to entry to create meaningful and sustainable change.

Jonathan Bull, UK Resident Director Royal HaskoningDHV: “We remain committed to reducing the gender pay gap at Royal HaskoningDHV. As outlined in our Equality, Diversity & Inclusion (ED&I) Statement, we strive for a collaborative, equal environment. We are working towards lasting change, addressing ED&I daily while sharing our best practices with others in the industry so we can learn from each other. 

Our hiring activity slowed during the COVID-19 pandemic, which is reflected in our 2021 figures. For example, no new female hires were made in Pay Quartile 4 (highest) during this period. We also anticipate challenges across the industry with a higher turnover of staff post-pandemic, due to postponed career moves and people’s re-evaluation of work/life priorities.

Whilst we are required to report based on Male and Female pay and bonus data, we acknowledge that for many individuals gender is non-binary. We have already updated our Corporate Resilience Survey to address gender identity and will continue to take steps to create a more inclusive environment for colleagues of all genders.”