Our gender pay gap data and our approach to transparency, equality and employee ownership
BB Partnership publishes its gender pay gap data voluntarily as part of our commitment to transparency and fair pay.
As an employee-owned architectural practice, we believe that clear and equitable pay structures are essential to building a collaborative and sustainable workplace. Salaries across the practice are determined by role, experience and responsibility, and employees undertaking the same or equivalent roles are rewarded fairly regardless of gender.
Mean hourly pay gap: -0.08%
Median hourly pay gap: 17.9%
Women in top pay quartile: 66.7%
Our analysis shows that the mean (average) gender pay gap for hourly pay is -0.08%, meaning that women’s average hourly pay is marginally higher than men’s across the practice. This indicates that, on average, hourly pay across the practice is broadly balanced between men and women.
The median gender pay gap for hourly pay is 17.9%. In a small organisation such as ours, this figure is influenced by the distribution of roles rather than differences in pay for equivalent work.
The middle of the pay distribution includes a mix of architectural and administrative roles, which sit within different salary structures. As a result, the current composition of roles across the practice has an influence on the reported median gender pay gap.
Within comparable architectural roles, including Architect, Senior Architect and Associate, pay levels are broadly aligned across the practice and reflect experience and responsibility rather than gender.
Women are strongly represented at senior levels within the practice, holding two of the three highest-paid roles and three of the five highest-paid roles overall.
Employees are ranked by hourly pay and divided into four equal groups.
Women 66.7% | Men 33.3%
Women 33.3% | Men 66.7%
Women 50% | Men 50%
Women 50% | Men 50%
Bonus payments are discretionary and linked to business performance.
Mean bonus gender pay gap:10.0%
Median bonus gender pay gap:10.0%
Women 28.6%
Men 42.9%
The difference in the bonus pay gap reflects the pro-rated bonus received by a part-time employee rather than any difference in the bonus structure itself.
BB Partnership is an employee-owned practice, and we believe it is important that pay structures and opportunities for progression are fair and equitable across the organisation.
Although we are not required to publish gender pay gap data due to the size of the practice, we choose to do so voluntarily as part of our commitment to transparency and accountability.
Publishing this information helps ensure that our approach to pay remains clear, fair and consistent as the practice evolves.
Transparency in areas such as pay, progression and opportunity is an important part of how we seek to build a supportive and collaborative working environment across the practice.
I confirm that the gender pay gap information reported by BB Partnership Limited is accurate and has been calculated in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations.
Julian Williams – Director – BB Partnership Limited
Reporting year: April 2024 – April 2025
Total employees: 14
Last updated: March 2026
BA (Hons), Dip Arch, RIBA
Director
BA (Hons), Dip Arch, RIBA
Director
BA (Hons), Dip Arch, RIBA
Director