Nurturing an international company culture
Graitec places a strong emphasis on fostering a global company culture. With a worldwide presence, they prioritize collaboration, innovation, and cultural diversity as key drivers of success.
Empowering Gender Diversity in an Inclusive Corporate Culture
Graitec prioritizes gender diversity as an integral part of its inclusive, global corporate culture. This culture emphasizes collaboration, innovation, and sustainability, creating a diverse and dynamic work environment.
Reducing GRAITEC’s carbon footprint
Graitec is committed to reducing its carbon footprint as a core element of its sustainability strategy. Through innovative initiatives, energy-efficient practices, and responsible resource management, GRAITEC is actively working to minimize its environmental impact.
Nurturing an international company culture
Graitec takes employee satisfaction seriously. Our team works to create a supportive environment where we can leverage our diverse experiences to create excellence.
Active in 12 countries world-wide, GRAITEC is made up of around 700 individuals. This global reach requires an international perspective to make sure everyone’s voice is heard. Our employee survey shows 78% satisfaction with our company culture.
Our Human Resources team secures an open dialogue among various teams to set Graitec up for success. We keep a finger on the pulse of our company culture to create a positive working environment where individuals feel valued and included. Our biannual surveys address issues of diversity and inclusion while giving employees a chance to be heard.
Empowering Gender Diversity
Graitec believes in the power of diversity. Located in 12 countries across the globe, Graitec employs close to 700 individuals. We value and embrace gender diversity as an integral part of our corporate culture. We recognize that diverse perspectives and experiences lead to more innovative and inclusive solutions.
Gender Diversity @ GRAITEC
Studying market data, the ratio of women in engineering is 5:1 and even the world’s leading software companies still fall below 30% of female representation. Construction ranks even lower with less than 15% of representation in the industry. Graitec already ranks above these averages, but we are committed to doing better. While we acknowledge that our industry is one of the most impacted by talent gaps, we make active efforts to address gender equity without compromising on our rigorous standards. With our current ratio at 0.79, we aim to enhance talent development, striving for a 1.0 ratio for women in both management and the global workforce by 2027
Graitec is dedicated to providing a supportive and inclusive workplace where everyone can thrive. We believe that fostering an environment of equality and inclusivity not only enhances our company’s success, but also contributes to a more equitable society and increased innovation.
Affirming the Women’s Empowerment Principles
Graitec believes in living its company values. This is why we are proud to stand with companies around the world in signing the United Nations Women’s Empowerment Principles (WEPs). This agreement provides guidance to businesses on promoting gender equality and empowerment in the workplace, marketplace, and community.
In signing the WEPs, we pledge to take bold steps to advance gender equality at Graitec. We are committed to demonstrating our beliefs by aligning our corporate culture with empowering women in our workplace.
We believe that promoting women enhances our business agility. By elevating diverse perspectives, Graitec can speak to a wider audience.
GRAITEC’s Commitment to Gender Pay Equity
At Graitec, we believe gender pay equity is essential for fostering an inclusive and fair workplace. Aligned with the EU Pay Transparency Directive & United Nations 10 Global principles, we are dedicated to reducing pay disparities and promoting salary fairness.
From market analysis, the gender pay gap remains a global issue. In 2023, the U.S. gender wage gap widened for the first time in 20 years, with women earning 83 cents for every dollar earned by men. In the EU, women’s hourly earnings were 12.7% lower than men’s in 2021, a gap that has narrowed by just 3 percentage points since 2014. This disparity contributes to financial insecurity, including a 30% pension gap for women.
In line with the commitment made in 2023, Graitec is embracing efforts that will make a difference such as sponsoring Women networks within the industry, integrating transparent pay audits, practicing unbiased job evaluations, and fueling leadership development to drive equitable career management and compensation across all our global locations.
As a socially responsible company, we are committed to closing any identified and unfair gender pay gap and ensuring a Graitec is a workplace where everyone can thrive.
Graitec’s 2024 Gender Pay Gap Analysis
In 2024, we conducted a gender pay gap analysis to identify and address any pay disparities between male and female employees. This initiative reflects our commitment to workplace equity and fair compensation at all levels of our organization.
Key Objectives:
- Identify wage gaps and understand the factors contributing to disparities.
- Improve pay transparency by analyzing salary structures, job classifications, and career progression.
- Develop strategic actions to ensure fair compensation across our workforce.
Our Methodology:
Following the United Nations (UN) Framework for Action, we recognize that a 5% pay gap may be justifiable based on factors like job roles and experience. Our analysis included:
- Data Collection & Segmentation – We reviewed salary data across all departments and seniority levels to compare earnings fairly.
- Statistical Analysis – Using UN assessment models, we calculated both unadjusted and adjusted pay gaps, considering factors like experience, tenure, and job function.
- The mean pay gap accounts for different job sizes, providing a weighted view.
- The median pay gap eliminates outliers to show a clearer picture of typical pay distribution.
- Benchmarking & Industry Comparison – We compared our data with industry benchmarks to evaluate our position against best practices.
- Action Plan Development – Based on findings, we designed strategies to close wage gaps, enhance pay transparency, and create equal career opportunities.
Pay Gap Applicability & Challenges
- 66,9% of our workforce falls into roles where a pay gap calculation is not applicable due to insufficient gender representation.
- This presents a challenge in conducting a full analysis, as meaningful comparisons cannot be made for multiple roles or countries.
Key Pay Gap Findings
- 13% of employees hold roles with a pay gap exceeding 5%, indicating a disparity where men are paid significantly more in similar roles.
- 20% of employees experience a positive pay gap, where results fall below the 5% threshold or women earn more than men. This suggests minimal or no gender-based pay disparities in these cases.
- The 13% pay gap above 5% impacts 18 job titles and 82 employees, varying by country and role distribution. Compensation is benchmarked within national market standards, ensuring fairness across functions.
- Of the 13 countries where Graitec operates, 7 have roles where the pay gap exceeds 5%.
Key Findings & Considerations
Our workforce varies significantly across global locations, with some offices having fewer than 5 employees, while others exceed 200. In BIM construction engineering, men represent a larger share of the workforce due to industry-specific trends. In contrast, other regions have more diverse workforce compositions.
To ensure accuracy, our pay gap analysis was tailored to account for workforce size, job roles, and country-specific factors. This approach helped us effectively assess disparities while recognizing variations in industry standards and career structures.
At Graitec, we remain committed to eliminating unjustified pay gaps and ensuring a fair, transparent, and equitable workplace for all.
Action Plan & Next Steps
Following this analysis, we have:
- Introduced a compensation management standard to guide salary decisions.
- Addressed pay gaps in leadership discussions to influence annual salary reviews.
- Set a goal to reach 0 market pay gap exceeding 5% by 2027.
GRAITEC’s Commitment to a More Equitable Future
At Graitec, we are dedicated to building a diverse, inclusive, and equitable workplace, where fair compensation and equal opportunities are fundamental values.
Over the years, we have made measurable progress in improving gender balance at all levels, ensuring that our policies actively promote workplace equality. By continuously assessing our pay equity and fostering an inclusive culture, we strive to create an environment where all employees—regardless of gender—are valued, supported, and empowered to succeed.
Our Vision for 2027
As part of our long-term commitment, we have set ambitious goals to drive diversity, equity, and inclusion by 2027:
- Closing the Gender Pay Gap – Conduct regular pay audits and enforce transparent salary structures to eliminate disparities.
- Achieving Gender Balance in Leadership – Ensure equal representation of women in management roles, aligning with our global team’s diversity.
- Enhancing Career Development – Expand mentorship and development programs to support women’s career advancement.
- Strengthening Workplace Flexibility – Promote work-life balance initiatives, such as hybrid work models.
- Ensuring Fair Compensation Practices – Implement clear salary and career progression manager guidelines to eliminate bias and foster trust at all levels.
- Tracking & Improving Progress – Conduct annual diversity and inclusion reports to measure impact, refine strategies, and ensure accountability.
By prioritizing these initiatives, Graitec reaffirms its dedication to fostering a fair, inclusive, and thriving workplace for all. Together, we can lead the way in workplace equity and drive meaningful change for the future.
In addition to our internal plans, GRAITEC is proud to support the Women in BIM, a transformative NGO dedicated to empowering women in Building Information Modeling (BIM) and digital construction roles. As a Corporate sponsor, we are committed to fostering gender diversity within the AEC industry by promoting events, networking opportunities, and career development support to women seeking to advance in BIM.
Reducing GRAITEC’s carbon footprint
One way GRAITEC invests in caring for people is through taking meaningful steps towards a greener tomorrow. By committing to lowering our energy usage in GRAITEC offices worldwide, we are communicating to our teams and partners that it is our responsibility to minimize our impact to the greatest extent possible.
In order to make meaningful changes, we began by assessing our carbon footprint in 2022. We then continued this work with a full analysis in 2023, the results of which are now available in our latest report: 2023 Carbon Footprint Report.
By reducing our carbon footprint in our offices worldwide, we aim to set an example for our employees, clients, and partners, inspiring them to join us on the journey towards a more sustainable future.
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