Savills has reported further progress in narrowing its gender pay gap, even as disparities in bonus and ethnicity pay metrics present a more complex picture in its latest 2025 disclosure.
The firm’s UK gender and ethnicity pay gap report – covering Savills (UK) Ltd and Savills Management Resources Ltd as of April 2025 – sets out both year-on-year improvements and the structural challenges that remain. It also outlines a series of initiatives aimed at strengthening diversity, inclusion and long-term career development across the business.
On gender pay, the headline figures show incremental but tangible progress. The mean gender pay gap has reduced from 21.18% in 2024 to 20.08%, while the median gap has narrowed from 17.82% to 16.99%. Representation at senior levels is also edging in the right direction, with women now accounting for 30% of the highest pay quartile—up one percentage point year-on-year.
However, bonus data tells a more nuanced story. While the mean bonus pay gap has slightly improved, falling from 66.26% to 65.81%, the median bonus gap has widened, rising from 25.05% to 27.35%. This divergence suggests that although overall bonus distribution is becoming more balanced, disparities persist at certain pay levels.
Ethnicity pay gap figures have moved in the opposite direction. The hourly pay gap has increased from 19.85% to 22.37%, while the bonus pay gap has widened from 57.46% to 61.36%. The firm points to several contributing factors, notably variations in disclosure rates between divisions – particularly within Savills Management Resources, where 23% of employees have chosen not to declare their ethnicity, limiting the completeness of the dataset.
Workforce composition data offers additional context. The proportion of ethnic minority employees in the upper and upper middle pay quartiles remains unchanged at 8% and 15% respectively. At the same time, there has been a notable increase in representation within the lowest pay quartile, rising to 24% – up two percentage points on the previous year.
Savills attributes this shift to a deliberate focus on early-career pathways, including internships, apprenticeships and school engagement programmes designed to broaden access to the profession. While these initiatives are beginning to move the dial at entry level, the latest figures highlight the ongoing challenge of translating that diversity into progression at more senior levels.
Chanelle Gray, UK head of diversity and inclusion and UK board director at Savills, commented: “Whilst we have made good progress and are moving in the right direction, we acknowledge that there is more to be done, especially with regards to the ethnicity pay gap. We hope to see further progress on this as our current future talent start to progress within their careers and with the focus on increasing declaration rates in our SMR business.”
James Sparrow, CEO of Savills UK & EMEA, added: “Savills remains committed to ensuring that we attract, develop and retain the very best talent within a truly inclusive environment.”
