Consulting firm Mace signs up as a member of WISE

19 February 2015

Consulting and construction firm Mace has signed up as a corporate member of the WISE Campaign. This campaign aims at increasing the number of women working in STEM in the UK as well as ensuring that women have the same career opportunities as men within STEM industries.

The WISE (Women in to Science and Engineering) Campaign is an in 1984 established campaign that aims at “increasing the gender balance in the UK’s STEM (Science, Technology, Engineering and Mathematics) workforce, pushing the presence of female employees from 13% to 30% by 2020.” The organisation does so by inspiring girls to choose STEM related courses in School or College and subsequently pursue STEM careers. 

Mace is an in 1990 established construction and consulting firm specialised in programme and project management, cost consultancy, construction delivery, and facilities management. The firm is headquartered in London has over 4,300 employees working in over 70 countries. As part of its work to promote diversity within the firm and contribute to the wider agenda across the industry*, Mace signed up as corporate member of WISE.

Mace signs up as a corporate member of WISE

As part of the membership, Mace supports the WISE ‘10 steps’ campaign that ensures that women in STEM have the same opportunities to progress in their career as their male counterparts. For the firm, being a member will provide it with network, training and speaking opportunities related to STEM subjects, as well as corporate opportunities to share best practice with other STEM employers.

Commenting on the membership, Tracey Locke Group HR Director at Mace, says: “I am delighted that we have signed up for a corporate membership with WISE, as this will give Mace people a terrific opportunity to further their careers and promote Mace in the industry. We have been making great steps forward over the last year to promote Mace as a good place for women in the construction industry to work; we have seen the benefits of this from the increasing number of women applying to work at Mace and joining the company and our membership of WISE is another way we’re continuing on the journey.”

Related news
Mace is not the only consulting firm who signs partnerships to help close the gender gap in professions generally considered male, such as roles in the STEM industries. Recently, Accenture signed a partnership with Girls Who Code to assist young women to secure a career in technology and with STEMettes to organise the largest UK event for girls, #NEDigitalGirls.

* Mace is also a partner of UK Employment Minster Esther McVey’s campaign to encourage more women to consider careers in industries such as science, engineering and sport, #notjustforboys.


Women remain underrepresented in UK's hospitality industry leadership

12 April 2019

Female engagement at the top level of the UK hospitality industry is still lagging, with the vast majority of decision-making roles continue to be held by men. Only 7% of the industry’s FTSE 350 CEOs are women; however, the pay gap in hospitality and leisure is far better than in other industries, at a median of approximately 7%.

The hospitality, travel and leisure (HTL) sector is one of the UK’s largest employers, with 3.2 million people working in its segments. Despite a poor 2018 in terms of tightening consumer spending, the industry is still one of the top sectors in terms of economic activity, hitting £130 billion last year – besting the UK’s automotive, pharmaceutical and aeronautical sectors’ combined activities.

While the industry is one of the country’s largest employers, it still faces considerable issues around diversity at the top. New analysis from PwC has explored the matter, as well what initiatives the industry has engaged to open up its top ranks to a more diverse background.

Female representation at board level for UK companies and HTLs

According to a survey of CEOs, Chairs or HR Directors of over 100 of the most significant leisure businesses across the UK, the hospitality industry has a relatively male-dominated top level. This lags behind the FTSE 100, where companies have female board level representation at 32.2%. Meanwhile, the figure for the combined executive committee and direct reports stands at 28%. This is well above FTSE 250 levels, where female board level representation stands at 22.4% and executive committee & direct reports stand at 27.8%.

For the hospitality industry as a whole, board level representation came in at 23.6%, with FTSE 350 for the industry performing slightly better at 25.1%, while non-listed companies performed considerably worse at 18.2%. The firm notes that the figures hide that while some companies are making strides to improve equality, others are not moving forward – with the positive result reflecting more often the good work of some, while others are not taking the issue seriously in their agenda setting.

Blind spot

The study states, however, that while the overall numbers are relatively strong, the industry has a number of acute weaknesses. These include CEO numbers, with only 7% of HTL FTSE 350 companies helmed by women and 11% of non-listed companies led by female CEOs. Meanwhile, female chairs at FTSE 350 companies for the sector stand at zero. In terms of wider diversity representation, only 1 in 33 leaders at industry companies is from a BAME background.

Pay gap for HTL and hospitality

The report noted discrepancies between FTSE 100 companies and FTSE 250 in terms of improving the number of women at executive level. The majority have met the Hampton-Alexander Review target of 33% women at board level, up from around 25% in 2016. However, the remaining ~40% are not on target, and are unlikely to meet the target by 2020. A similar trend is noted when it comes to executive committee and direct reporting numbers.

Jon Terry, Diversity & Inclusion Consulting Leader at PwC, said, "To make real progress in diversity and inclusion, businesses need to elevate it onto the CEO’s agenda and align diversity & inclusion strategy to the fundamentals of the business."

Tracking progress FTSE 250 level

However, one area where hospitality travel and leisure companies are outperforming other companies in the wider UK economy, is the mean and median pay gap between men and women. PwC found that the median of the wider UK economy comes is approximately 14% – with upper quartile companies noted for a gap of low 20%, and lower quartile companies noted for differences of around 2%.

The median pay gap for HTL comes in at well below 7%, with the median close to parity. There are considerable differences, however, with hospitality at 7%, while travel comes in considerably higher, at 22%. The latter figure reflects fewer women in higher paid pilot and technical positions within the industry.