Dr Yvonne Thompson CBE DL
President, Association for Project Management (APM)
Our latest ‘Salary and Market Trends Survey’ reported a growing gender pay gap in the project management profession. We remain focused on ensuring more women have opportunities to secure senior roles.
As president of Association for Project Management (APM), one of my key priorities is to help drive diversity, equity and inclusion (DEI) efforts within the project profession, and we are leading the way with impactful initiatives.
These include research investigating the strengths and challenges of neurodivergent professionals working in project management (31% of project professionals consider themselves to be neurodivergent); the annual Women in Project Management Conference championing inclusivity for women and everyone working in projects; and educational outreach campaigns to raise awareness of project careers for people of all ages and from different social and economic backgrounds.
Inclusion in project management
ensures that all team members
feel valued and empowered.
Closing the leadership gender gap
Our latest ‘Salary and Market Trends Survey’ reported that the gender pay gap remains problematic, with the average salary between men and women increasing from 24% in 2023 to 35% in 2025. Addressing the gender pay gap remains a priority, building on my longstanding advocacy for women and minority backgrounds.
As the chartered membership organisation for the project profession, APM focuses on ensuring that more talented female project professionals have the opportunity to take on senior roles and that the gender imbalance is improved, particularly within male-dominated sectors such as construction and defence. Through policy leadership and strategic collaboration, we are driving systemic change.
How do we continue to improve diversity and inclusion in the project profession? This was asked in APM’sSalary and Market Trends Survey. The top-ranking strategies given by respondents were mentoring (45%), diversity-related networks (37%) and revised employment policies (30%). Greater diversification across project teams is not merely a matter of equity but a strategic advantage. The evidence is clear: diverse teams outperform by offering richer perspectives, stronger collaboration and more innovative problem-solving.
Inclusion in project management boosts organisations
By fostering an inclusive environment that actively seeks to attract and retain women, people from diverse backgrounds and neurodivergent individuals, the profession can harness a broader range of skills, experiences and viewpoints.
Inclusion in project management also ensures that all team members feel valued and empowered to contribute ideas, which can boost morale and productivity. A project manager who fosters diversity and inclusion is better equipped to understand and navigate the challenges of a rapidly changing world and ever-evolving business landscape. Inclusion is not just a value add; it is a leadership imperative for navigating complex, fast-changing global challenges.
Book your place at APM’s Women in Project Management Conference taking place in London on 2nd October 2025.
