Do you share our values and want to be a part of the team? To express your interest or learn more about opportunities at CHC, please reach out to our recruitment team at recruitment@chc.com.au.

At ClarkeHopkinsClarke, we are committed to advancing gender equality across our practice and the communities we help shape. As a design-led practice, our gender pay gap is influenced by how people are represented across roles and levels within the business. Like many architecture studios, movements at senior levels can shape overall outcomes, even where pay is consistent for comparable work. Our current position is broadly balanced, providing a strong foundation. The opportunity ahead is to continue building a more equitable, inclusive and sustainable practice over time. We approach this with discipline and intent. Our remuneration and workforce planning are grounded in external benchmarking and clear internal frameworks, ensuring consistency, transparency and fairness. These are regularly reviewed and refined as the market evolves and the practice grows. Our focus is on the areas that will have the greatest long-term impact:

Leadership; Strengthening progression into senior roles through clearer pathways, deliberate succession planning, and targeted development; Early careers; Building depth across the practice by supporting diverse entry points and creating strong foundations for long-term growth; Remuneration; Maintaining a consistent and rigorous approach to salary decisions, balancing market competitiveness with strong internal alignment.

Over the next 12–24 months, our priority is to build on this progress, strengthening capability, improving consistency, and continuing to move toward a more balanced and equitable practice.