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Savills 2026
A message from Chanelle, Sian & Andrew
James Sparrow
Chief Executive Officer Savills UK & EMEA
Welcome to Savills 2025 pay gap report. Our D&I journey is growing from strength to strength and through our programmes and events, we’ve had some great success. We are committed to this journey and it remains a priority for our business. Watch the video below to see our progress so far.
frequently asked questions
ethnicity pay gap
Gender pay gap
celebrating 2025
welcome
For more information on our D&I strategy click here to go to our dedicated site.
introduction
Back to the top
Chanelle Gray
UK Board Director, Head of Diversity & Inclusion
2025 has been a year in which we have made good progress. We’ve streamlined our D&I initiatives and objectives to focus on the actions that we know will make the difference and that are right for our people. Ultimately, we know D&I isn’t a one size fits all programme and that different areas of our business will need different approaches. We are a business with a huge diversity of careers and skills, and so it’s important that we recognise our approaches should align to this. We’ve accomplished a lot, but there’s still more to do. We remain committed to our D&I agenda and 2026 will be a continuation of enthusiasm, activity and engagement. Look out for our 2025 D&I report with more detail on our progress.
part of a D&I network
33% employees
Inclusion allies trained
515
Most Inclusive Employer (Inclusive Top 50 Employers)
12th
Did you know?
director in the Workforce + team in SMR, about a day in her working life.
We speak to Liz Buys
Hi, I’m Liz, Head of Workforce+, Savills’ in‑house soft services department. I lead a specialist team delivering cleaning, security and front‑of‑house services across 300 properties and 2,000 staff. My work spans strategy, culture and operational support — and no two days are ever the same.
The Savills UK Business is made up of two entities; Savills (UK Ltd) and our facilities management business, Savills Management Resources ("SMR"). We have over 3,800 colleagues within Facilities management, most of whom work across the various sites we manage on behalf of our clients. We have a diverse range of roles on site from operational roles including cleaning, reception and security to senior colleagues managing complex properties, all of whom contribute to our market leading position.
Most mornings start with coffee and a check of anything that’s happened overnight. With Workforce+ operating 24/7, this scan helps me spot impacts early and decide where support is needed. It’s my moment to get grounded before the day takes off.
My days revolve around people — one to ones, cross functional catch ups and the conversations that keep us progressing. I love leading from the front while empowering our SLT to innovate and make decisions. Governance and culture guide everything we do, keeping us aligned with Savills’ ethos on every site.
I spend a lot of time representing Workforce+ across Savills, with clients and at industry events, blending diplomacy, commercial awareness and curiosity. Each day ends with a look at what we achieved and what rolls into tomorrow. With a 24/7 operation, I’m often still checking in — and I genuinely wouldn’t have it any other way.
Savills has shaped my leadership journey from the moment I joined in 2018, helping me to navigate complexity and bring clarity to fast moving environments. In 2022, I stepped into the newly created Director role for Workforce+, a real vote of confidence. Since then, Savills has backed my vision, helping us evolve into a more modern, credible and client focused service.
Starting the day with clarity.
People First.
Representing, Connecting, Steering.
My Journey at Savills.
Hi, I'm Liz...
D&I events held in 2025
60
32.41%
32.74%
32.17%
37.10%
37.77%
38.70%
74%
26%
49%
51%
33%
67%
29%
71%
73.39%
73.58%
74.55%
67.96%
72.27%
74.09%
The data shows our latest gender pay figures for our Savills UK Business which comprises Savills (UK) Limited and Savills Management Resources Limited (SMR).
20.08%
Hourly Pay Gap
MEAN
21.18%
16.99%
median
17.82%
81.12%
79.91%
proportion of employees receiving a bonus
Proportion of employees in each pay quartile band
70%
30%
46%
54%
38%
62%
55%
45%
male
female
65.81%
bonus pay gap
66.26%
27.35%
25.05%
2.52%
3.71%
-7.57%
-8.88%
upper quartile
upper middle quartile
lower middle quartile
lower quartile
63%
37%
60%
40%
4.68%
11.18%
-7.25%
-4.32%
Savills UK Business
Savills (UK) Ltd
SMR
Male
Female
20.11%
17.59%
68.08%
31.58%
2.05%
-9.47%
14.57%
-6.00%
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.
2025
2024
2023
GENDER PAY GAP
88.56%
82.81%
72.85%
73.74%
of promotions in 2025 were women
57%
of our UK Board are women
43%
of women at Savills are RICS members (in comparison to 18% across the industry)
34%
of new joiners in 2025 were women
58%
The Savills Gender Group are to support women and men to thrive and be extraordinary together. To deliver this goal we have a range of programmes including mentoring and promotion support, but also specific networks for example focused on Family. Central to our work in supporting women, is ensuring their voices are heard, whether sharing ideas, raising challenges or providing feedback. A clear call for greater visibility of our outstanding senior female role models emerged through these channels, directly inspiring our successful 2025 International Women’s Day events held across the country.
“You have to see it to be it” International Women’s Day 2025
Savills Leeds
Rebecca Housam
Savills Sevenoaks
Philippa Robinson
Being part of the Women’s Network is a really meaningful experience. This year, we’ve taken the time to focus on what the network is really here to do; to create a space where women feel supported, connected and confident to talk about everything from work-life balance and flexible working to career progression and women’s health.
Drawing on ‘Accelerating Action’, the theme of International Women’s Day 2025, we hosted a nationwide series of events where our colleagues heard from female directors on how they have navigated their careers. Designed to provide help and support to women on their own career journeys, several common themes emerged which were turned into an accessible guide offering practical guidance and inspiration to help accelerate career development.
Director, Investment Strategy & Asset Management, Chair of the Savills Gender Group, says:
Harriet caddick
We are a people business; people thrive off people. Relationships are so important for the work that we do and for fulfilment and enjoyment in your day-to-day role. I would advocate everybody to get involved in the networks. They can really help with building your personal brand, both internally and externally.
FAQs
gender pay gap
18.10%
19.92%
16.29%
13.91%
16.79%
17.79%
52.45%
46.17%
49.13%
48.59%
44.52%
58.65%
94%
6%
89%
11%
86%
14%
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).
22.37%
19.85%
19.88%
26.59%
25.23%
22.07%
92%
8%
82%
18%
76%
24%
any ethnic minority
white
61.36%
57.46%
58.23%
55.00%
55.56%
50.00%
12.64%
11.21%
7.26%
11.09%
8.15%
4.54%
83%
17%
78%
22%
75%
25%
21.39%
19.25%
15.09%
22.29%
9.79%
4.29%
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).
ETHNICITY PAY GAP
82.07%
75.02%
85.49%
84.52%
74.39%
66.94%
any white
of apprentices and graduates are from an ethnic minority (up from 15% in 2024)
of applicants in 2025 were from an ethnic minority
53%
of Savills UK employees have shared their ethnicity data
99.8%
increase in ethnic minority graduate scheme applications since 2020
1253%
Our focus on ethnicity has been to recognise and celebrate ethnic diversity, educating our business on the dates and cultural moments that mean something to our colleagues. In 2025, we held an open Iftar for Ramadan, introduced a Let’s Talk About Race learning module, brought people together to celebrate South Asian Heritage Month, explored the importance of Holocaust Memorial Day and recognised Black History Month in collaboration with other property companies.
On Wednesday 8th October 2025, Savills hosted a Black History Month event in partnership with The Crown Estate, Grosvenor, RICS and Black Women in Real Estate. The theme, “Standing Firm in Power and Pride,” shaped an evening of reflection, celebration and connection, honouring the resilience and legacy of Black communities. The event opened with a dynamic hip‑hop performance by London collective RainCrew, transforming the Margaret Street reception into a lively stage. Broadcaster and writer Richie Brave hosted the evening, which featured Caribbean and African cuisine, powerful spoken word performances, a discussion on microaggressions, and a keynote from Shelley Bishton, Leadership Speaker & Inclusion Advocate. The event attracted a strong turnout of clients and colleagues, highlighting the importance of industry wide collaboration in driving meaningful change.
“Standing Firm in Power and Pride” Black History Month 2025
Shelley Bishton
It was a privilege to keynote Savills Black History Month event in October. What stayed with me was not just the celebration of culture and identity, but the willingness in the room to lean into honest, meaningful conversation. There was a real sense of collective responsibility and pride. Black History Month is not simply a moment to reflect, it is an opportunity to listen, to learn and to act. I was encouraged to see Savills creating space for dialogue and demonstrating that inclusion is not a side conversation, but part of how the organisation sees itself and its future.
The Black History Month collaboration event was a fantastic example of property leaders coming together to drive impactful change within the real estate industry. To have Grosvenor, The Crown Estate, RICS and Savills all working together to champion inclusion was a powerful statement and it was great to be a part of this initiative.
Head of Digital Solutions and Co-Chair of the Racial Equality Network Grosvenor Property UK
Natasha Forde
Strategic Advisor and Founder Think Twice House
I am absolutely delighted that our 2025 Black History Month event was such a success. We knew last year would be hard to top, but our collective effort, collaboration and hard work paid off. I’m exceptionally grateful to our partners, their diverse perspectives helped shape a rich and varied programme that everyone could enjoy and learn from.
Co-Chair of the Savills Ethnicity Group, says:
serena phillips
Frequently asked questions
What is a pay gap report?
Pay gap reporting highlights the difference in average earnings between one group of employees against another group of employees. Currently, gender pay gap reporting is mandatory for employers with more than 250 staff. Savills has voluntarily published its ethnicity pay gap figures for the past five years as it believes in transparency and accountability.
Why has the median bonus gap increased for gender?
The median bonus gap has increased from 25.05% in 2024 to 27.35% in 2025. The median is more volatile and sensitive to individual outliers, which is why we are focusing our energies in particular on improving the mean bonus gap.
Will Savills continue its D&I approach?
Savills is committed to its D&I strategy set out by our Board 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. We regularly report on our progress via our website and through social media. You can follow our channels here.
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 2025 and is taken from the April 2025 pay period. The bonus data is for all those employed at 5 April 2025 and is taken from the bonus pay period 1 May 2024 to 30 April 2025.
What legal entities are covered in our reporting?
We report Savills UK Business holistically, and then (as per the Regulations) by distinct legal entity. This reporting best represents the makeup of the Savills UK Business which is managed by our UK and EME 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.
Who is eligible for a bonus?
Bonuses are discretionary and based on a number of factors including company performance and individual performance. There will be some colleagues who are not eligible for a bonus in a given year for example casual staff, those who joined within a pay year, those who waived their bonus into their pension and those who may have been off long term.
What is MEDIAN pay gap?
The MEDIAN pay gap compares the midpoint of pay between one group of employees against 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 2020 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 against the average pay of another group of employees in the business.
What is Savills Management Resources (SMR)?
Savills Management Resources (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 Savills UK, is managed by our UK leadership team and board. A proportion of our employees in SMR are based on particular sites we manage, and, as is typical within the property management industry, assets may be bought or sold during an employee’s tenure, resulting in employee transfers under TUPE regulations. This means that our SMR workforce can change significantly within any time period. You can find out a little more about our SMR business via the case study featured on our Celebrating 2025 page.
What does ‘Other’ mean and why is it included alongside the ethnicity data?
‘Other’ refers to those individuals who do not associate with being in the major ethnicity groups, or from a White background. We do not include those who have not declared their ethnic background or have stated `Prefer not to say’ in our 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: 90% (2% prefer not to say) Savills (UK) Limited: 99% (2% prefer not to say) SMR: 78% (1% prefer not to say) The majority of our SMR colleagues are site based without daily access to our HR systems to declare their data. 709 employees in SMR have either not given us their data or have selected ‘prefer not to say’. On this basis, we can only report on the ethnicity pay gaps of the 78% of SMR colleagues who have declared their ethnicity. We have a plan to increase this declaration rate, which includes our newly relaunched ‘Count Me In’ campaign, which looks at reaching our colleagues through different forms of communication to share why collecting the data is important and how it benefits, or supports them. When we acquire or transfer sites, the workforce can change with it.
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 2025.
Why have less females received a bonus than males?
As above, there will be very many reasons why an employee may not receive a bonus in any given year, and we can find no one reason this has impacted women more than men. However, 57% of all new joiners in the Savills UK business were women in 2024 and therefore this will have an impact on their bonus eligibility.
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 against another. The pay gap does not show differences in pay for employees doing equivalent jobs, which are paid equally within Savills regardless of gender or ethnicity.
Why has the mean hourly and bonus pay gap increased for those from ethnic minority backgrounds?
The most significant reason is down to differences in declaration rates for our Savills UK and Savills Management Resources (SMR) business. We couldn’t include the data for 709 employees in our SMR business who have not given us their ethnicity data. This changes year on year in SMR as we take on new sites and sites transfer out, changing the diversity representation of the workforce. We have also continued to recruit more graduates and apprentices from underrepresented ethnic backgrounds as we widen our talent search to build our diverse pipelines.
