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Savills 2025
A message from Chanelle, Sian & Andrew
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Attract, develop, lead
For more information on our D&I strategy click here to go to our dedicated site.
Gender pay gap
introduction
Savills 2024
Back to the top
James Sparrow
Chief Executive Officer Savills UK & EMEA
The Savills Ethnicity Group sponsored the second Gen Z Club Real Estate Conference in London on 27 April 2024. The conference gave guests the opportunity to network and explore possible careers in property development, luxury property, property marketing and property entrepreneurship.
Savills Ethnicity Group sponsored second Gen Z Club Real Estate Conference
Attract.DeveloP.LeaD
Savills partnered with British Land and Landsec to deliver a Black History Month client event welcoming 100 guests at the London Headquarters. Organised and hosted by ‘BMT Proud To Be’, the event showcased thought provoking themes, rich cultural insights, inspiring conversations, as well as Caribbean and African inspired food.
Celebrating Black History: Insightful Conversations and Cultural Connections
In 2024, we’ve expanded mentoring, strengthened employee networks, and championed inclusion through key initiatives. As we celebrate our progress, we remain committed to building a more inclusive future.
Savills Head of Diversity & Inclusion, Chanelle Gray, picked up the Head of Diversity & Inclusion of the Year Award at the British Diversity Awards, held at London’s Grosvenor House Hotel.
Savills Chanelle Gray wins Head of Diversity & Inclusion of the Year award
"We remain hugely committed to our D&I programme. We are pleased with the progress we are making, as the numbers evidence since we first produced a GPG report in 2017 and an EPG report in 2021. However, it is not just about numbers, the real barometer is the feedback from our people who report respect and consideration of others, a true feeling of equal opportunities, and are confident that we strive to constantly improve. Our people are at the heart of our business and our inclusive culture is vital in cultivating exceptional team work and the best results for clients."
Celebrating Inclusion at our Managed Sites
Our colleagues host fantastic events across our UK sites, celebrating inclusion, diversity, and community. We're proud of their work in creating spaces where everyone thrives. A dedicated Diversity & Inclusion Partner also supports our Property Management team.
chanelle gray
Head of Savills D&I
Celebrating international men's day
Celebrating international wOMEN'S day
Accelerating action in 2025
Championing Inclusion: Celebrating and Educating Through International Women's Day & International Men's Day 2024
In 2024, we continued to use IWD and IMD as the focus to educate and celebrate our people. For IWD, teams across the business gathered for a webinar titled ‘Driving Inclusion’ designed to educate our people and drive change. For IMD, we focused on making a positive difference, hearing from men across the business on subjects including physical health, mental health and paternity leave to encourage open conversations.
Empowering Women to Lead: Tailored Support for Career Growth and Leadership Development
We offer tailored support sessions for women working towards promotion and identify those suitable for various internal and external programmes. We created a course for women in our residential and property management divisions to maximise their potential and we enlist women annually in the Mentoring Circle academy, which is designed for mid-level professionals looking to become the next generation of industry leaders.
Inspiring Change: Elevating Women Through Visibility and Support
This year, the Savills Gender Group is pleased to accelerate action by launching a series of events across the UK, hosted by some of the female leaders in our business. The series is designed to provide support to women on their own career journeys, by elevating the visibility of senior women around them underpinned by the vision that you can’t be what you can’t see.
Inspiring the Future: Connecting Gen Z with Careers in Real Estate
Whether it’s the way we advise our clients or the work we do directly, we always seek to add value while being a force for good – pioneering initiatives that help both people and the planet to thrive.
Climate
Culture
Community
People are at the heart of our business. We aim to create a lasting positive social impact on local communities through the way we engage with them, the work we do and the charitable initiatives we run to support them.
Making a positive impact
ethnicity pay gap
celebrating 2024
We work to minimise our impact on the environment and are committed to reducing our carbon output to net zero by 2040. From reintroducing biodiversity to green retrofits of existing buildings, we strive to create a sustainable future for ourselves and our clients.
The culture ingrained in our business is what sets us apart, guiding the way our people behave to bring you the best possible service.
We listen
We empower
We challenge
We collaborate
Our values
If it matters to you, it matters to us. We put you at the heart of everything we do. We listen to your unique needs and take the time to understand your aspirations, responding with bespoke solutions to help you achieve your goals.
You make the best decisions when you have the right experience and advice at your fingertips. Our experts pioneer new approaches, bringing fresh ideas and informed insights to the table.
Progress comes when we question the status quo. We’re always open and honest with our views, constructively challenging you, and each other, in the pursuit of the best outcome. Your success is our priority.
Trust that you have the right people in the room – not just for the pitch but at every point in your project. We’re always open and honest with our views, constructively challenging you, and each other, in the pursuit of the best outcome. Your success is our priority.
A company is nothing without a strong culture. We actively foster an inclusive workplace – aiming to attract diverse talent, develop and support our people, and always lead by example.
Our gender pay gap
32.74%
Hourly Pay Gap
MEAN
32.17%
35.42%
37.77%
median
38.70%
40.55%
88.92%
Male
84.83%
Female
proportion of employees receiving a bonus
upper quartile
upper middle quartile
lower middle quartile
lower quartile
Proportion of employees in each pay quartile band
74%
26%
50%
30%
70%
32%
68%
73.58%
bonus pay gap
74.55%
76.70%
72.27%
74.09%
77.78%
The data shows our latest gender pay figures for our Savills UK Business which comprises Savills (UK) Limited and Savills Management Resources Limited (SMR).
21.18%
2023
20.11%
2022
17.82%
17.59%
81.45%
80.31%
71%
29%
45%
55%
37%
63%
56%
44%
male
female
66.26%
68.08%
25.05%
31.58%
3.71%
2.05%
-8.88%
-9.47%
74.17%
72.51%
52%
48%
73%
27%
58%
42%
11.18%
14.57%
-4.32%
-6.00%
Savills UK Business
Savills (UK) Ltd
Savills Management Resources
xxxxxxx
Strength in numbers
23.94%
2021
21.76%
70.42%
31.67%
4.05%
-11.17%
18.10%
-4.82%
The data shows our latest gender pay figures for Savills Management Resources Limited (SMR).
The data shows our latest gender pay figures for Savills (UK) Limited.
2024
GENDER PAY GAP
43%
UK Board are women
46%
graduates are women
apprentices are women
Our ethnicity pay gap
57%
promotions in 2024 were women
Rosie Rickett, Savills Country House Agent, comments on the Maximising Your Potential course which she is currently part of. "The course has without a doubt been one of the best things I’ve ever done to support my career development and provide clarity on what my future at Savills could look like. It has allowed me to build connections with a network of incredibly inspiring women and given me the confidence to pursue my recent promotion to associate director, whilst opening up new opportunities for me within the business."
Listening to our people continues to play a big part in informing our strategy to support everyone to be the best they can be. Our focus remains on those initiatives which are making the greatest difference to our employees and their progression, providing coaching and support for women at all stages of their career. This includes rolling out tailored courses including Maximising Your Potential, which opens up new opportunities for women in Savills. We also continue our ongoing participation in the Mentoring Circle, an external networking and training initiative for women in the property sector, helping those at the initial stages of their career to make contacts throughout the sector and receive targeted coaching. We are proud to launch a series of events across the UK this year, hosted by some of the female leaders in our business. The series is designed to provide support to women on their own career journeys, by elevating the visibility of senior women around them underpinned by the vision that you can’t be what you can’t see.
FAQs
gender pay gap
19.92%
16.29%
15.82%
16.79%
17.79%
16.66%
46.17%
49.13%
58.50%
44.52%
58.65%
86.99%
Any white background
85.93%
Any minority ethnic background
Any white
Any minority ethnic
94%
6%
90%
10%
85%
15%
The table shows our latest Ethnicity pay figures for our Savills UK Business which comprises Savills (UK) Limited and Savills Management Resources Limited (SMR). A total of 887 relevant employees either prefer not to say or have left ethnicity blank and are excluded from the hourly rate numbers. Of those receiving a bonus, 836 either prefer not to say or have left ethnicity blank and are excluded from the bonus numbers
19.85%
19.88%
18.72%
25.23%
22.07%
19.39%
84.15%
77.23%
92%
8%
82%
18%
78%
22%
57.46%
58.23%
66.80%
55.56%
11.21%
7.26%
2.59%
8.15%
4.54%
3.95%
77.60%
69.69%
76%
24%
66%
34%
77%
23%
19.25%
15.09%
8.17%
9.79%
4.29%
0%
The table shows our latest Ethnicity pay figures for Savills (UK) Limited.
The table shows our latest Ethnicity pay figures for Savills Management Resources Limited (SMR).
850%
increase in global majority applications from 2020 (169) to 2024 (1436)
Future Talent (graduates and apprentices) from Global Majority Backgrounds compared to 13% in 2023
The ethnicity bonus pay gap reduced from 58.23% to 57.46%, the lowest it’s been since Savills first reported the figure in 2021
ETHNICITY PAY GAP
Asha Jandu, Senior Digital Marketing Manager, comments on the We Rise In Leadership Programme she took part in last year, "This programme aims to elevate the careers of black professionals and promote inclusion, equality, and diversity in corporate industries. It included group coaching sessions on tackling microaggressions, inclusive leadership, and managing stakeholder relationships. A key learning for me was challenging limiting beliefs that hinder success by not being authentic at work. This insight made me more aware of how I can help create a comfortable environment for everyone to be themselves at work."
It is essential that we continue to actively listen to and support our employees effectively. This approach is vital for retention and facilitating their advancement into senior positions. By setting clear deliverables, we can ensure progress and drive meaningful change. Our emphasis is on targeted programmes designed to support and motivate our employees. Specifically, through customised training, promotion support, mentoring, and external partnerships like the We Rise In leadership training programme, we can ensure that ethnic minority employees are encouraged and supported in their journey to leadership roles.
Frequently asked questions
What is a pay gap report?
Pay gap reporting highlights the difference in average earnings between one group of employees as compared to another group of employees. Currently, gender pay gap reporting is mandatory for employers with more than 250 staff. Ethnicity pay gap reporting is currently not mandatory, but Savills UK Business has reported its ethnicity pay gap figures voluntarily for the last 4-years reflecting its commitment to transparency and accountability.
What is Global Majority?
Global majority is a shortened version of the term 'people of the global majority'. We use it to refer to all ethnic groups except white British and other white groups, including white minorities. This includes people from black, Asian, mixed, and other ethnic groups who are often racialised as 'ethnic minorities' but actually represent approximatively 80% of the global population.
What legal entities are covered in our reporting?
We report Savills UK Business holistically, and then (as per the Regulations) by separate legal entity. This reporting best represents the makeup of the Savills UK Business which is managed by our UK leadership team. Employees in Savills Investment Management and Savills Plc are managed by separate management teams and do not report separately as UK employee numbers in these entities are below minimum reporting levels.
What date range does this pay gap report cover?
The hourly rate data is based on all those employed and receiving pay at the snapshot date of 5 April 2024 and is taken from the April 2024 pay period. The bonus data is for all those employed at 5 April 2024 and is taken from the bonus pay period 1 May 2023 to 30 April 2024.
What is the difference between pay gap and equal pay?
The pay gap shows the difference between the average earnings of one group of employees as compared to another. The pay gap does not show differences in pay for employees doing equivalent jobs, who are paid equally within Savills regardless of gender or ethnicity.
What is Savills Management Resources Limited (SMR)?
Savills Management Resources Limted (SMR) is our Facilities Management business which is a key part of UK Property Management business, but is a separate legal entity to Savills (UK) Limited. SMR, like the rest of the Savills UK Business, is managed by our UK leadership team and board.
Why has the mean and median gender pay gap increased this year?
When analysing pay gap figures it’s important to look at the long-term picture, which for Savills shows a steady decline in the mean and median gender pay gap. Year-on-year figures can be influenced by varying elements of pay which can lead to these slight variations when comparing over the short-term.
What is MEDIAN pay gap?
The MEDIAN pay gap compares the midpoint of pay between one group of employees as compared to the midpoint of pay of another group of employees.
Why is Savills publishing its ethnicity pay gap figures?
Savills UK Business has voluntarily published its ethnicity pay gap figures since 2021 to transparently report the progress made on its diversity and inclusivity journey.
What is MEAN pay gap?
The MEAN pay gap compares the average pay between one group of employees as compared to the average pay of another group of employees in the business.
What are pay quartiles?
Pay quartiles show the percentage of full-pay of employees in four equal sized groups based on their hourly pay including all pay elements at the snapshot date of 5 April 2024.
What does ‘Other’ mean and why is it included alongside the ethnicity data?
‘Other’ refers to those individuals who may not consider themselves to be part of the global majority, or from a white background. For the purpose of this report, we have included it within our global majority dataset. We do not include those who have not declared their ethnic background or have stated `Prefer not to say’ in our global majority dataset.
How many employees have disclosed their ethnicity data and why is this important?
Capturing ethnicity data is important to establish a baseline against which we can measure progress. Please see below the breakdown of employees who have disclosed their ethnicity data by entity. Ethnicity Data Completion Rates: Savills UK Business: 86.97% Savills (UK) Limited: 97.31% SMR: 75.93% The majority of our SMR colleagues are site based without daily access to our HR systems to declare their data. On this basis, we can only report on the ethnicity pay gaps of the 75.93% of SMR colleagues who have declared their ethnicity. We have taken action to simplify the diversity data collection process on our HR platform. We have also undertaken roadshows with site teams to highlight the importance of diversity data completion. This year we will launch further engagement initiatives which will include information on how to input diversity data, why we collect this data and how we have simplified this process.
Where can I find historical pay gap data?
All of our historical pay gap reports and data can be found on our D&I page, click here.
Will Savills continue its D&I approach?
Savills is committed to its D&I strategy set out by our head of D&I Chanelle Gray in 2022 and can be found here. It is a core part of ensuring that we are attracting a diverse set of candidates and all of our colleagues are supported and can thrive within the workplace.
