Dr Hayaatun Sillem, CEO, Royal Academy of Engineering, comments:

“The Gender Pay Gap reporting provides further evidence of the serious issue of the under-representation of women in engineering. It also highlights the lack of women at senior levels and in occupations that pay higher salaries.

“At the Academy we are committed to supporting and encouraging engineering based companies to increase the diversity of their workforce at all levels. Since 2011, we have run a programme to increase diversity and inclusion across the engineering profession, bringing together key stakeholders to stimulate action towards developing a diverse and inclusive profession that inspires, attracts and retains people from different backgrounds.

“While the profession is motivated to address under-representation and work is underway to increase the number of female engineers, there is still much more to be done. At just 9%, the UK has the lowest proportion of female professional engineers of any European country and the pace of change in the diversity of the UK engineering workforce has been disappointingly slow. UK engineering is facing serious skills shortages, and addressing diversity and inclusion will not only help bridge this gap, it will also help drive innovation and creativity and ensure that those who design and build the world around us are more reflective of wider society.

“With our Diversity and Inclusion Leadership Group, a network of more than 60 engineering employer and employer-led professional organisations, we have begun work on an analysis of the gender pay gap data in engineering. We will use this analysis to identify trends or patterns in the data and produce an engineering-wide gender equality action plan that makes recommendations concerning recruitment, retention and career progression. In future years, we would like to see engineering recognised as a distinct sector in pay gap reporting to enable better comparison to other sectors, and measurement of progress. We also recognise the importance of extending analysis of this type to other protected characteristics such as ethnicity.

“The profession has made good progress in analysing the nature and extent of the current diversity and inclusion challenge, but now is the time for action. We would encourage all engineering organisations, of all sizes, to take the time to fully understand their gender pay gap and its drivers, and to seek ways to increase gender parity at all levels, not only through improvements to recruitment processes, but also through measures to better understand and address barriers to career progression faced by women.”

Further information about the Academy’s Diversity & Inclusion Programme can be found here.

The Academy has today reported on its own gender pay gap. See statement here