Policies & Legal

    Internet Privacy Policy

    Woods Bagot recognises the importance of privacy protection. This policy governs how we gather, use, and manage personal information.*

    Use of information you elect to disclose

    Contact information collected by Woods Bagot is used to facilitate a business relationship between you and Woods Bagot. Woods Bagot respects the privacy of information that we collect and are committed to managing that information in a responsible manner. Woods Bagot will use and disclose the information only for the purpose for which it was originally collected and advised by you. Woods Bagot will not sell, license or otherwise disclose the information to any third party for marketing or other ancillary purposes not intended by you when providing the information. Contact information is stored on secure databases accessed by authorized individuals. All employees sign confidentiality undertakings as part of their employment.

    Information Management

    Woods Bagot may use your IP address to help diagnose problems with our server and to administer our website. We may also track browser types to help us understand our visitors’ needs related to our website design. There is an optional section of our website where input forms require your name, phone number, company, and e-mail address. This form provides the ability to opt-in to receiving future emails of any sort from Woods Bagot. If you opt-in to receiving email communications from us, then we may send information to you on our professional services. This information will not be used for any other purpose. We do, however, reserve the right to disclose your personally identifiable information as required by law and when we believe that disclosure is necessary to protect our rights and/or comply with a judicial proceeding, court order, or legal process served on our website, but will use all reasonable endeavors to advise you prior to disclosure. You may review and change your contact information at any time by clicking on the “manage my profile” link found at the bottoms of emails sent via our system. To opt-out from having any provided information used for email communications from us, you can click on the opt-out (unsubscribe) link in any message you receive from us. This will allow you to unsubscribe.

    Contact Information

    For further information, please contact us via one of our studio locations.

    Terms of Use Policy

    Woods Bagot’s full Terms of Use Policy is available here.

    WGEA Employer Statement to Gender Pay Gap

    The below statement is in support of our Gender Pay Gap Executive Report published by the WGEA (Workplace Gender Equality Agency). The WGEA is an Australian government agency and the outcomes from the Gender Pay Gap Executive Report is based on employees located in Australia. Woods Bagot is committed to addressing diversity and inclusion, including gender equity, across all regions in which we operate.

    Woods Bagot is committed to achieving gender equity across its workplace and are actively reviewing its structure and processes to foster a culture of equality.
    Diversity & Inclusion (D&I) is important as it creates: stronger employee engagement; increased employee retention and productivity; enhanced design outcomes; and, improved financial performance. Ultimately achieving equitable outcomes for everyone is simply the best thing Woods Bagot can do to support its entire workforce.

    Our D&I Mission Statement as outlined in our Diversity and Inclusion plan states – “To deliver a profound shift in the history or architecture and design that recognises and promotes full diversity to enrich the quality of our culture and its outputs.”

    For 2022-2023 our gender pay gap across our full workforce is as follows:

    • Median Total Remuneration pay gap is 9.4% (in favour of men).
    • Median Base salary pay gap is 10.4% (in favour of men).

    Women represent 51% of our total workforce with most of the female representation (65%) occurring in our more junior team members. Our senior female representation is at 43% in our upper levels, or what we would consider our leadership team. Senior female representation continues to be an area of focus where we actively advocate, monitor, invest in and develop our female leaders.

    Over this reporting timeframe, there were 452 employees included (and located in Australia). Of the 452 employees, 115 employees were categorised as Managers (Leaders), 328 employees were categorised as Professionals and 9 employees were categorised as Clerical and Administrative workers. These numbers include Principals, Graduates, Casuals, Part-time and fixed term Contractors.

    When comparing our results to our Industry Group, our gender pay gap is less than the industry comparison and has the lowest gender pay gap overall against our industry comparison group.

    • Median Total Remuneration for WB is 9.4%, industry comparison group is 19.7% (difference of 10.3%).
    • Median Base Salary for WB is 10.4%, industry comparison group is 19.2% (difference of 8.8%).

    While we are pleased to be leading our industry, we acknowledge there is still more action required to achieve a better result for our current employees, future employees and our clients. We continue to review all processes that impact representation, pay and equity issues. For example, according to the most recent Parlour Census report 2001 – 2021, in 2021 women represent 35% of the architecture industry, a 15% increase since 2001. Our graduate program ensures equal (50%) or higher representation of women to ensure our future pipeline of female talent.

    We continue to monitor the pay gap by continuously reviewing our internal salary and gender composition to achieve improved gender equity across the organisation. This includes new hire processes, performance evaluations and internal promotions. Our internal reviews have identified three drivers which have influenced our metrics and the gender pay gap.

    1. Pay Discrepancy between Architecture and Interior Design

    As a design firm we predominantly employ Architects and Interior Designers. There is a pay difference between the two disciplines with Architecture being a higher paid discipline in comparison to Interior Design. This is due to the nature of work, charge out rates and industry / market norms.

    There is a higher representation of women in Interior Design in Woods Bagot with 88% of Interior Designers being female. As females are over-represented in the industry, this will have a continuous impact on pay equity. We continue to review and monitor both disciplines individually and combined with an aim to increase male representation in the Interior Design discipline.

    2. Strong Representation of Female Graduate of Architecture

    Each year Woods Bagot undertakes a graduate intake program to build our talent pipeline. Across our five Australian studio’s we employ both Graduates of Architecture and Interior Designers. During this process we aim to achieve 50/50 representation of both male and female within Architecture and Interior Designer. Over the past few years this we had an over-representation of female graduates which feeds into the overall gender pay gap as female representation is much higher across our junior teams.

    3. Lack of Female ‘Managers’ (Leaders)

    We regularly review our policies and benefits for senior females to encourage career progression into team leadership roles. Currently, there is a gender imbalance with females performing 41% of management (leadership) roles and 54% of females performing non-leadership roles. We are focused on improving our employee offering by creating supportive return from parental leave programs, flexible working arrangements and pay parity for all part time employees and the creation of opportunities for females to take design and team and project leadership roles. Further, we continue to review our performance evaluation, promotions and new hire processes to reduce systemic impediments and bias to achieve better outcomes for our female employees.

    Businesses that embrace diversity and inclusion perform better. We continuously analyse, enhance our diversity and inclusion initiatives. For us, the benefits extend to the work we do, the communities which we impact as well as benefiting our employees and improved commercial outcomes.

    When we submit our next WGEA report we will continue to review our Gender Pay Gap analysis following the WGEA guidelines. From these findings we will implement further actions across the business with a focus on reducing our workforce gender pay gap and increase representation of female leaders.

    Modern Slavery Statement FY2023

    Supplier Code of Conduct