{"id":752413,"date":"2024-08-15T10:03:14","date_gmt":"2024-08-15T09:03:14","guid":{"rendered":"https:\/\/www.architectsjournal.co.uk\/?p=752413"},"modified":"2024-08-15T10:45:28","modified_gmt":"2024-08-15T09:45:28","slug":"pay-100-urges-full-industry-wide-transparency-as-it-launches-2024-architecture-salaries-survey","status":"publish","type":"post","link":"https:\/\/www.architectsjournal.co.uk\/news\/pay-100-urges-full-industry-wide-transparency-as-it-launches-2024-architecture-salaries-survey","title":{"rendered":"Pay 100 urges \u2018full industry-wide transparency\u2019 as it launches 2024 architecture salaries survey"},"content":{"rendered":"

The anonymous architecture salary survey went live online<\/a> yesterday (Thursday, 15 August). Submissions close on 15 October.<\/p>\n

Launched by a group of anonymous activists in summer 2022, the survey aims to use wage transparency to drive up \u2018stagnated\u2019 salaries across the profession.<\/p>\n

Last year its revealing salary-based \u2018competitive leader board\u2019 of UK practices<\/a> included giants such as Foster + Partners, Zaha Hadid Architects and Bjarke Ingels Group. The survey found that in 2023 more than half of UK practices were reportedly paying Part 1 assistants less than the Living Wage.<\/p>\n

This year, The Pay 100 is urging any practices which feel they have previously been misrepresented \u2018or are concerned about potential representation in future, to come forward and collaborate with us in the name of fairness and accuracy\u2019.<\/p>\n

The organisers said: \u2018We believe that practices should foster an environment of open dialogue to help mitigate unnecessary anxiety for employees who are concerned about the potential repercussions of entering their data into our survey.\u2019<\/span><\/p>\n

Pay 100 said participation was particularly important for small practices, which often have one employee per role. It explained: \u2018These employees represent the average salary for their practice for the role in question and should feel empowered to share this information anonymously in the spirit of financial progression within a stagnating industry.\u2019<\/span><\/p>\n

Last year\u2019s survey, which garnered more than 1,000 submissions, found that mean reported salaries ranged from \u00a319,000 to \u00a331,000 for Part 1 assistants, between \u00a328,000 and \u00a343,000 to Part 2s, and between \u00a334,500 and \u00a356,000 for architects\/architectural designers with less than five years\u2019 experience.<\/p>\n

Last year\u2019s stats also showed that more than half of practices (38 out of 71 listed) were reportedly paying their Part 1 assistants less than the UK Living Wage at the time(\u00a324,960 per annum for 40 hours per week without overtime).<\/p>\n

Foster + Partners was reported as paying its Part 1 architectural assistants the average highest annual salary (\u00a331,000), but was also among the practices where Part 1s claimed to be working the most unpaid overtime.<\/p>\n

The Pay 100 survey for 2023 also included data on unpaid overtime \u2013 recorded in hours per week \u2013 and employee benefits, which practices themselves can contribute to.<\/p>\n

\n

\"\"<\/h3>\n

Pay 100\u2019s manifesto and aspirations<\/span><\/h3>\n
    \n
  1. Encouraging\u00a0\u2013 financial improvement across the entire profession.<\/li>\n
  2. Incentivising\u00a0\u2013 practices to compete financially to attract the best talent.<\/li>\n
  3. Reducing \u2013 potential fee undercutting between practices, so those who truly value their employees are more likely to win work, and in turn become more profitable.<\/li>\n
  4. Encouraging\u00a0\u2013 wages to begin to keep up with inflation.<\/li>\n
  5. Combating \u2013 pay inequality.<\/li>\n
  6. Providing\u00a0\u2013 a tool for recruitment professionals that actually appeals to potential employees, therefore allowing said potential employees to specifically target applications towards the most financially desirable prospective employers.<\/li>\n
  7. Encouraging\u00a0\u2013 healthy role promotion within practices, so as those who have invested significant time in their role are compared less against others under the same title.<\/li>\n
  8. Helping\u00a0\u2013 employers improve the success of their business via more satisfied employees and increased staff retention.<\/li>\n<\/ol>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

    The anonymous architecture salary survey went live online yesterday (Thursday, 15 August). Submissions close on 15 October. Launched by a group of anonymous activists in summer 2022, the survey aims to use wage transparency to drive up \u2018stagnated\u2019 salaries across the profession. Last year its revealing salary-based \u2018competitive leader board\u2019 of UK practices included giants …<\/p>\n","protected":false},"author":138919,"featured_media":718107,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_oasis_is_in_workflow":0,"_oasis_original":0,"ep_exclude_from_search":false},"categories":[681],"tags":[91674,1797,3579],"yoast_head":"\nPay 100 urges \u2018full industry-wide transparency\u2019 as it launches 2024 architecture salaries survey<\/title>\n<meta name=\"description\" content=\"The organisers of the Pay 100 survey have called for fully transparent disclosure as they launched their architecture salary survey for its third year\u00a0\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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