Compensation
Compensation
Compensation
Women facility managers receive similar pay as men for entry-level and early mid-level jobs and significantly higher pay than men for more senior-level FM jobs. Figures 12 and 13 show median base pay for men and women in facility management, categorized by job level and years of experience to mirror typical organizational job banding structures.
FIGURE 12
Median Base Pay in Facility Operations by Job Level, Experience and Gender
FIGURE 13
Median Base Pay in Real Estate and Construction Project Management Job Functions by Gender
FIGURE 14
Median Budget Responsibility in Facility Operations by Job Level, Experience and Gender
FIGURE 15
Median Staff Managed in Facility Operations by Job Level, Experience and Gender
This higher pay for women facility managers in senior-level roles appears unrelated to educational levels, amount of budget responsibilities (Figure 14), total staff managed (Figure 15), years of FM experience, job tenure, number of working and commuting hours, employment status (part-time vs. full-time and inhouse vs. contracted), number of employers or credentials (Figure 16). These factors are either similar in both genders or tilted more towards men (Table 2). For example, men with more than 16 years of FM experience in senior-level roles have almost twice as much budget and staff responsibility and get paid significantly less than women in these same roles. Interestingly, both genders received similar annual pay changes, promotion frequency, employer provided retirement (defined contribution and/or defined benefit) and insurance benefits (health and dental) (Figure 17).
TABLE 2
Average Tenure, Promotion Timeframes, Weekly Working Hours, Commuting Times and Employment Type by Gender
FIGURE 16
Percentage of Respondents’ Gender by Top Credentials and Job Level
FIGURE 17
Percentage of Respondents’ Gender by Employer-Provided Retirement and Health Benefits
Women facility managers are generally more satisfied with their compensation and benefits than men, especially as their career progresses to mid- and senior-level jobs (Figure 18). Higher pay relative to male peers with similar experience may contribute to higher levels of satisfaction. Women facility managers seeking employment changes find jobs faster than men at every job level in FM (Figure 19). This point, along high pay and satisfaction levels, may be evidence that employers are making concerted efforts to aggressively recruit women into the FM industry.
FIGURE 18
Respondents Satisfied with Compensation by Job Level and Gender
FIGURE 19
Time in Weeks Finding a New Job by Job Level and Gender
Women in FM
PROFESSIONAL PROFILE
Irene Thomas-Johnson
