{"id":762160,"date":"2024-11-01T09:46:52","date_gmt":"2024-11-01T09:46:52","guid":{"rendered":"https:\/\/www.architectsjournal.co.uk\/?p=762160"},"modified":"2024-11-04T08:52:58","modified_gmt":"2024-11-04T08:52:58","slug":"latest-pay-100-survey-reveals-unusually-high-talent-exodus-from-architecture","status":"publish","type":"post","link":"https:\/\/www.architectsjournal.co.uk\/news\/latest-pay-100-survey-reveals-unusually-high-talent-exodus-from-architecture","title":{"rendered":"Latest Pay 100 survey reveals \u2018unusually high\u2019 talent exodus from architecture"},"content":{"rendered":"

The anonymous architecture salary survey, now in its third year, published its 2024 results online today (1 November).<\/p>\n

This year\u2019s survey, which received around 1,000 submissions, brings unexpected findings in the form of \u2018unusually high reports of talented employees sadly leaving the profession\u2019. The architecture salary advocate organisation said it had received reports of people leaving the profession in parallel with its data collection, adding that \u2018economic opportunity [is] playing an undeniable role\u2019 in the exodus.<\/p>\n

The activist-led initiative, which aims to drive fairer pay for those in the earlier stages of an architecture career, has also decided to reveal the names of every practice it collected data on this year, not just the top 100, as well as their practice locations.<\/p>\n

The organisers said the decision to publish locations was made following \u2018numerous requests\u2019 from survey participants, and led to the subsequent decision to reveal the names of all 484 practices, as \u2018many locations outside London fall beneath the top 100 listed practices\u2019.<\/p>\n

In a statement, Pay 100 said: \u2018This was not an easy decision to make, as we have always sought to celebrate the top paying practices and create an incentive for financial improvement, as opposed to shaming those who fall lower down in each published list.\u2019<\/p>\n

Results of the survey are made public online, on Pay 100\u2019s salary-based \u2018competitive leader board\u2019 of practices.<\/a><\/p>\n

The table shows reported average salaries \u2013 as well as reported unpaid overtime \u2013 within many of the UK\u2019s most prominent practices, including Foster + Partners, Zaha Hadid Architects, Bjarke Ingels Group (BIG), Hawkins\\Brown, Buckley Gray Yeoman and dMFK.<\/p>\n

The survey results are split into three categories: Part 1 architectural assistant (less than three years)<\/a>, Part 2 architectural assistant (less than three years)<\/a> and architect\/architectural designer (less than five years),<\/a> and salaries are given as a mean average of the submissions.<\/p>\n

Organisers said this year\u2019s data recorded a \u2018marked increase\u2019 in reported salaries for architects and architectural designers, \u2018though no significant improvement for Part 1 and Part 2 positions\u2019.<\/p>\n

Reported salaries ranged between \u00a321,000 and \u00a333,500 for Part 1 assistants, between \u00a324,500 and \u00a342,000 for Part 2 assistants, and between \u00a327,000 and \u00a354,000 for architects\/architectural designers.<\/p>\n

Updated thresholds have left an \u2018increased number of practices\u2019 falling below living wage requirements for Part 1 Architectural Assistant wages, according to Pay 100.<\/p>\n

For Part 1s, half (27 of the 54 firms whose Part 1s reported their salaries) are paying less than the UK living wage, according to information submitted by their staff. Living wage currently stands at \u00a313.15 per hour in London and \u00a312.00 per hour in the rest of the UK.<\/p>\n

Pay 100 said: \u2018We are still optimistic about the power of co-operation, and con<\/span>tinue to welcome collaboration from the ARB, RIBA and practices across the profession.\u2019<\/span><\/p>\n

It urged practices falling below living wage levels to \u2018reconsider the value and living standards of their employees, as required by the RIBA\u2019,<\/a> adding: \u2018We sincerely hope this data will be used as inspiration for progression going forward.\u2019<\/p>\n

Pay 100 was launched by a group of anonymous activists in summer 2022 to inspire wage transparency in the hope of driving up salaries across the industry.<\/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
    \n

    ‘Perhaps it\u2019s time we signed up to an Ethical Fee Scale’<\/h3>\n

    RIBA president-elect Chris Williamson comments<\/em><\/p>\n

    ‘I welcome the publication of the Pay 100 results and would encourage all architects to complete the survey in future years. The more research we compile the more reliable the information will be and we can act on it. I support the Pay 100 aims of using the data to help increase salaries and ensuring that expectations are not subject to an annual lag.<\/p>\n

    ‘We also need information on how overtime is treated, together with information on benefits such as pensions and bonuses etc. I spent 45 minutes in conversation with one of the Pay 100 representatives in June. I found them courteous, well informed, respectful and I would be keen to engage further with them to help improve pay and conditions.<\/p>\n

    ‘To do this we need to improve our culture and behaviours but also demonstrate our worth as a profession and our standing in society. Perhaps it\u2019s time that we signed up to an Ethical Fee Scale to outlaw low fees, guarantee responsible salaries and utilise the correct levels of experience to meet the global challenges we face as a profession.’<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

    The anonymous architecture salary survey, now in its third year, published its 2024 results online today (1 November). This year\u2019s survey, which received around 1,000 submissions, brings unexpected findings in the form of \u2018unusually high reports of talented employees sadly leaving the profession\u2019. The architecture salary advocate organisation said it had received reports of people …<\/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":"\nLatest Pay 100 survey reveals \u2018unusually high\u2019 talent exodus from architecture<\/title>\n<meta name=\"description\" content=\"The latest Pay 100 survey shows an 'unusually high' number of people are leaving architecture for better opportunities, according to its organisers\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.architectsjournal.co.uk\/news\/latest-pay-100-survey-reveals-unusually-high-talent-exodus-from-architecture\" \/>\n<meta property=\"og:locale\" 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