Mace publishes latest gender and ethnicity pay gap data

Mace, the global consultancy and construction company, has published its latest gender and ethnicity pay gap data, showing a nearly 10% improvement in its gender pay gap over the year. 

The latest data covers Mace’s annual salary and bonus payments to colleagues between April 2020 and March 2021 and has been published nearly eight months in advance of the statutory reporting deadline; following a commitment made in 2020 to share the data as early as possible each year. 

In 2020, Mace published its first public-facing Diversity and Inclusion Strategy and set a target of reducing its gender and ethnicity pay gaps by 5% year on year through to 2026. When Mace then launched its full 2026 Business Strategy earlier this year, it reviewed this measure and adopted a more ambitious target of a 10% reduction year-on-year. 

The new data shows that Mace’s mean gender pay gap at a Group level has reduced from 34.5% to 31.2%; a drop of 9.6% since last year’s data; and its median pay gap has reduced from 40% to 36.4%, a drop of 9%. The Group’s mean bonus gap has also reduced substantially, from 66.5% in 2019/20 to 52.9% in 2020/21. 

The Group’s mean ethnicity pay gap has improved slightly and now stands at 24.2% – moving from 24.4% - but underlying that data is a much more developed understanding of the diversity of the Mace business; following a data gathering exercise run in early 2021 that saw over 80% of Mace colleagues disclose their personal information in order to provide a clear baseline for future improvements. 

In the last twelve months, the business has been working to deliver a number of key areas under its Diversity and Inclusion Strategy, including a comprehensive review of its policies, mandating diverse shortlists for all senior appointments and adopting a data-driven approach to set an effective baseline for continuous improvements. It also recently announced a new agile working policy, which will increase flexibility in how and where Mace people are able to work in the UK.  

Mark Reynolds, Mace Group Chief Executive, said: 

“The last twelve months has seen a huge focus on attracting and retaining colleagues at Mace. We’re still a long way from where we want to be, but it’s encouraging to see our work in this area is having an impact. We now have a much a better understanding of the issues and challenges, and we’re working closely with our employee network groups and colleagues from across the company to ensure that this improvement continues to gather pace over the next few years. 

“Our ambition is to be one of the most diverse and inclusive companies working in our industry around the globe, and I’m very proud of the success we’ve seen to date. Our industry is a place where people can build a fantastic career – and we want to continue to develop our existing talent, as well as attract more people into Mace, to create a truly inclusive and diverse business that will help drive our growth ambitions forward.”