A 2024 Gender Pay Gap Reporting Guide

Gender pay gap’ refers to the difference between the average earnings of men and women across an organisation.

The Gender Pay Gap Reporting Regulations were introduced in 2017 to make it a legal obligation for employers to take action to identify and publish any gender pay gaps within their organisation.

Under the regulations, organisations with 250 employees or more must, on a given ‘snapshot’ date, report annually on their gender pay gap using six differing measures.

In addition to providing figures, some employers also have to submit a written statement, while all are encouraged to also provide a ‘supporting narrative’ to provide context to the numbers.

Together, this information should be used by employers to improve and narrow any identified gender pay gap within their organisation.

It is a legal requirement for all relevant employers to publish their gender pay gap information. Failure to meet the requirements can result in enforcement action and reputational damage.

In this guide, we explain which employers are required to submit a gender pay gap report and what the requirements and deadlines are for reporting.

 

Section A: Overview of UK Gender Pay Gap Reporting

 

Gender pay gap reporting requires employers to analyse and publish the differences in pay between male and female employees.

 

1. What is ‘Gender Pay Gap’?

 

The gender pay gap refers to the difference in average earnings between men and women across an organisation or the labour market as a whole. It is typically expressed as a percentage of men’s earnings. For example, a gender pay gap of 15% indicates that, on average, women earn 15% less than men.

The gender pay gap is influenced by various factors, including occupational segregation, differences in work experience, and disparities in opportunities for career advancement.

 

2. Difference Between Gender Pay Gap and Equal Pay

 

While the gender pay gap and equal pay are related concepts, they address different issues. Equal pay refers to the legal requirement that men and women in the same employment, performing equal work, must receive equal pay, as mandated by the Equality Act 2010. It focuses on ensuring that there is no direct discrimination in pay for the same role.

On the other hand, the gender pay gap is a broader measure that looks at the overall pay differences between men and women, irrespective of their roles. It reflects the average earnings across an organisation and highlights structural inequalities that might lead to women being underrepresented in higher-paying positions or industries.

 

Section B: Gender Pay Gap Legal Requirements

 

In the UK, gender pay gap reporting is mandated by law for all employers with 250 or more employees. These organisations are required to publish annual reports on their gender pay gap figures, which must include the difference in mean and median pay between male and female employees, the proportion of males and females receiving bonuses, and the distribution of males and females across pay quartiles.

Compliance with these regulations is essential to avoid legal penalties and reputational damage.

 

1. Legal Framework

 

The Equality Act 2010 is the primary legislation in the UK that consolidates and strengthens various anti-discrimination laws. It includes provisions for equal pay and mandates that employers must ensure men and women receive equal pay for equal work.

In addition to the Equality Act, the Gender Pay Gap Reporting Regulations were introduced in 2017, requiring employers with 250 or more employees to publish specific figures about their gender pay gap.

 

2. Six Measures of the Gender Pay Gap

 

The requirements on affected employers comprise six different ‘measures’ of pay gaps that must be reported:

 

a. Mean gender pay gap – This is the difference between the mean hourly rate of relevant male full-pay employees to that of their relevant female counterparts

b. Median gender pay gap – The difference between the median hourly rate of relevant male full-pay employees to that of their relevant female counterparts

c. Mean bonus gap – The difference between the mean bonus paid to relevant male employees to their female counterparts

d. Median bonus gap – The difference between the median bonus paid to relevant male employees to their female counterparts

e. Bonus proportions – The proportion of male and female relevant employees who received bonus pay during the relevant period

f. Quartile pay bands – The proportion of male and female full-pay relevant employees in the lower, lower middle, upper middle, and upper quartile pay bands.

 

Each measure provides a slightly different view on the gender pay gap and becomes increasingly meaningful if read in conjunction with the other measures and within the context of the overall HR and payroll policies, including training, development, recruitment, or selection.

Before calculating gender pay gap figures, specific payroll data for each relevant employee will need to be gathered. This is done by determining relevant employees and full-pay relevant employees from a headcount and using this data to make gender pay gap calculations.

 

3. Employers Covered by the Regulations

 

The Gender Pay Gap Reporting Regulations apply to all organisations with 250 employees or more, requiring them to report and publish their gender pay gap information. There are two sets of regulations, one applicable to most public authorities and the other for private, voluntary and all other public authority employers.

 

4. Snapshot Dates for Reporting

 

Employers are required to count their employees and capture their gender pay gap data on the relevant snapshot date each year, and have 12 months to publish their results.

There are two possible snapshot dates. Most public authority employers must use a snapshot date of 31 March, publishing their gender pay gap report by 30 March of the following year.

Private, voluntary, and all other public bodies must use a snapshot date of 5 April. They must publish their gender pay gap report by 4 April of the following year.

These employers must also provide a written statement confirmed by an appropriately senior individual, such as a Chief Executive. Such individuals depend on the type of employer involved: a corporate body (other than a limited liability partnership (LLP)) will need a director, an LLP will require a designated member, a limited partnership will need a general partner, any other type of partnership will require a partner, for an unincorporated body of persons (other than a partnership), it will be a member of the governing body or senior officer, and for any other type of body, it will be the most senior employee.

If an employer has fewer than 250 employees on the snapshot date, they are not required to report their gender pay gap data for that year.

Employers must publish their gender pay gap data on their own website and report it to the government via the Gender Pay Gap Service website. The published information must remain accessible on the employer’s website for at least three years.

 

5. Penalties for Non-Compliance

 

Failing to report gender pay gap data on time or to report the data accurately will put an employer in breach of the regulations and places them at risk of enforcement action from the the Equality and Human Rights Commission (EHRC). While there are currently no direct financial penalties for failing to report, the EHRC intervention can lead to:

 

a. Investigations: The EHRC can investigate suspected breaches of the regulations and request additional information from employers.

b. Court Orders: If an employer fails to comply with the regulations, the EHRC can apply to the courts for an order requiring compliance. Failure to comply with a court order can result in unlimited fines.

 

An employer also exposes their organisation to reputational risk and harm to the employer brand, since failure to report can raise suspicions of pay gap issues.

The EHRC publishes the names of organisations that failed to report and details of the investigation or enforcement action taken against them.

The gender pay gap service also applies publicly visible ‘late badges’ to those employers registered with the service who have failed to report and publish their gender pay gap information.

To avoid these penalties, it is essential for employers to understand their obligations, accurately collect and analyse their data, and meet the reporting deadlines. By doing so, they not only comply with the law but also demonstrate their commitment to gender equality in the workplace.

 

6. Benefits of Early Reporting

 

The benefits of reporting as soon as possible after the snapshot date include:

 

a. Being identified as a leader within your field, which may have a positive impact on recruitment, contract awards, and retention

b. The data you need to calculate your gender pay gap may be more easily accessed

c. Improve your ability to manage key employees needed to prepare your submission

d. If there are any unexpected issues or complications, they can be tackled earlier on

e. Early analysis of your gender pay gap report may mean you can identify, and tackle pay gaps sooner than otherwise

 

This helps anyone reading the gender pay gap report understand why a gender pay gap is present and what the employer is doing, and has already done, to address and close it. A supporting narrative can also highlight to employees and others reading the report, a commitment to closing the gap.

 

Section C: Steps for Gender Pay Gap Reporting

 

Gender pay gap reporting is a multi-step process that requires careful data collection, analysis, and reporting.

 

1. Data Collection

 

Accurate data collection is the foundation of gender pay gap reporting. Employers need to gather specific information to perform the required calculations and analyses.

 

a. Data to Collect

Accurate data collection is essential for gender pay gap reporting. The first step is to ensure that the gender of each employee is accurately recorded. This is crucial for analysing pay disparities between male and female employees.

Next, collect data on hourly pay rates for all employees. This should include not only the base pay but also any additional allowances or supplements. Accurate pay rate information is vital for calculating mean and median gender pay gaps.

It is also important to record information on bonus payments made to employees within the reporting period. Bonuses can significantly impact overall earnings, and understanding their distribution can shed light on potential gender disparities.

Gather data on the number of hours worked by each employee, particularly for those who work part-time or have flexible working arrangements. This helps in ensuring that the pay comparisons are accurate and reflect actual working hours.

Finally, collect data on employee job roles and grades. This information helps to understand the distribution of men and women across different levels within the organisation, which is critical for identifying any structural inequalities that might contribute to the gender pay gap.

 

b. Tools and Software for Data Collection

Many organisations use HR Management Systems (HRMS) to manage employee data, and these systems can be invaluable for extracting the necessary information for gender pay gap reporting. HRMS can provide comprehensive data on employee demographics, pay rates, and job roles.
Payroll software is another essential tool, as it can offer detailed information on pay rates, bonuses, and hours worked. Payroll systems are typically well-integrated with HR systems, making it easier to compile the required data.

For organising and analysing the collected data, data analysis tools such as Excel or more advanced software like Power BI and Tableau can be extremely useful. These tools can help in visualising data, identifying trends, and ensuring that the analysis is thorough and accurate.

 

2. Data Analysis

 

Once the data is collected, the next step is to analyse it to calculate the gender pay gaps and identify any patterns or trends.

 

a. How to Calculate Mean Gender Pay Gaps

This is calculated by adding up all the hourly pay rates for male employees and dividing by the number of male employees, then doing the same for female employees. The mean gender pay gap is the difference between these two averages, expressed as a percentage of the male average.

 

b. How to Calculate Median Gender Pay Gap

This is calculated by finding the midpoint value of hourly pay rates for male and female employees separately. The median gender pay gap is the difference between these two median values, expressed as a percentage of the male median.

 

c. Identifying Patterns and Trends

One effective method for identifying patterns and trends in gender pay data is to divide the workforce into pay quartiles. This involves categorising employees into four equal parts based on their hourly pay rates. By doing so, organisations can observe the distribution of men and women across the pay scale. This analysis helps to highlight any disparities in how pay is allocated within different levels of the organisation.

Another area for analysis is bonuses. Employers should compare the proportion and amounts of bonuses awarded to male and female employees. This comparison can reveal whether there are significant differences in the bonus payments received by men and women, which may contribute to the overall gender pay gap.

Additionally, examining the distribution of genders across different roles and grades within the organisation is essential. By analysing this data, employers can identify any potential areas of inequality. For example, if there is a higher concentration of men in senior, higher-paying roles and women in junior, lower-paying roles, this could indicate structural issues that need to be addressed to promote gender equality in the workplace.

 

3. Compile the Report

 

The final step is to compile the analysed data into a structured report and publish it as required by law.

 

a. Format and Structure of the Report

When preparing your gender pay gap report, start with an overview that includes an introduction and a summary of the key findings. This section should provide a concise explanation of the report’s purpose and highlight the most important insights derived from the data analysis.

Next, present the pay gap figures. This section should include the mean and median gender pay gaps, as well as the bonus pay gaps. Additionally, detail the proportion of men and women in each pay quartile. This information is crucial for understanding the extent of pay disparities within the organisation.

 

b. Written statement

The written statement, or supporting narrative, should explain the reasons for the results and provide details about action being taken to reduce or eliminate the gender pay gap.

Public authority employers are not required to submit a written statement unless they are not listed in Schedule 19 to the Equality Act 2010.

The written statement can include:

 

a. An explanation of why the results show ‘challenges’, such as why executives receive the highest bonuses and most of them are men. If a challenge has been identified, an employer should consider taking new or implementing quicker or additional actions to reduce or eliminate their gender pay gap.

 

b. Detail why the results show ‘successes.’ For example, if a recent change to a bonus policy has helped lower the gender pay gap.

 

c. Highlight ‘plans for long-term results’, e.g., tackling the underrepresentation of women in a specific industry or sector, such as science, engineering, or technology, by running a recruitment campaign for junior roles. In the short term, this could have the effect of widening the gender pay gap because more women will be at starting salaries, but in the longer term, it will balance out as more women rise through the ranks.

 

c. Supporting Narrative

 

While not a mandatory requirement, employers are encouraged to publish a supporting narrative to explain the figures within the report.

Where a gender pay gap does exist, in many cases, it may neither be discriminatory nor inappropriate. The supporting narrative helps people reading the gender pay gap report understand why a gender pay gap is present and what the employer is doing and has already done to address and close it.

A supporting narrative can also highlight to employees and others reading the report, a commitment to closing the gap.

Supporting narratives may include:

 

a. Explanations for each gender pay gap figure within the report

b. Explanation of the difference between unequal pay and the gender pay gap that contextualises and clarifies the results

c. Providing workforce statistics that give a wider and clearer picture of the reasons for the existence of the pay gap

d. Detailed analysis of the pay gap

e. Can draw comparisons between previous years’ figures

f. Describe how employees and their representatives are being involved in the process

g. Efforts that have been taken to understand and address the gender pay gap

 

d. Employer Action Plan

An action plan explains how a company intends to tackle its gender pay gap; it can either be published as an addendum to your supporting narrative or as part of the main report. The plan should name clear, specific, and achievable targets that the company is committed to within a chosen timeframe.

Benefits of publishing an action plan with targets and clear actions include:

 

a. It sends a powerful message about the company’s commitment to gender equality in the workplace

b. It attracts a greater pool of potential recruits

c. The company will develop a reputation for being a fair and progressive employer

d. It creates enhanced productivity by ensuring the workforce feels valued and engaged in a company with a culture committed to tackling inequality

 

4. How to Publish the Gender Pay Gap Report

 

The full report, together with any supporting written narrative and information, should be published on the company’s website in a publicly accessible location and be submitted to the government via the Gender Pay Gap Service website.

The report must be published within a year of the snapshot date and all information kept for a period of three years from the date of publication.

For any companies that do not have a website where they can prominently publish the report, they should publish their findings on any company intranet and/or parent company website ensuring this information is brought to the attention of its employees.

Section D: Strategies to Close the Gender Pay Gap

 

Employers must go beyond compliance with reporting regulations and implement proactive measures to address the underlying causes of any pay disparities.

Before tackling any gender pay gap, a diagnosis needs to be made as to the reasons driving it. This allows development of a meaningful and durable action plan that will have a real impact on any gender pay gap.

Evidence shows that, even in companies within the same sector, the causes can vary and things such as gender differences in recruitment and starting salaries, performance ratings and promotion (such as getting ‘stuck’ at different levels), or other factors like bonus payments or support of parental leave or part-time work and its effect on career progression.

The Government Equalities Office has published best practice guidance on understanding the gender pay gap on the gov.uk website, which includes actions employers can take or things they can include in their plans to reduce it.

Specific measures to consider include:

 

1. Conducting Pay Audits

Pay audits are comprehensive reviews of an organisation’s pay structure and practices. They help identify and address any discrepancies in pay between male and female employees.

The first step in conducting a pay audit is to gather detailed information on various aspects of employee compensation. This includes collecting data on pay rates, bonuses, job roles, and employee demographics. Having comprehensive and accurate data is crucial for performing a thorough analysis.

Once the data is collected, the next step is to analyse the pay structures within the organisation. This involves comparing pay for similar roles and levels of experience, taking into account factors such as performance and qualifications. The goal is to ensure that pay is equitable and that any differences can be justified by legitimate business reasons.

After analysing the pay structures, it’s important to look for patterns of inequality. This step involves identifying any gender-based discrepancies in pay. By highlighting these disparities, employers can understand where inequalities exist and the extent of the problem.

The final step is to develop a plan to address the identified pay gaps. This may include adjusting salaries to ensure fairness, standardising pay scales across similar roles, or implementing new pay policies to prevent future discrepancies. An effective action plan will outline specific measures to rectify any imbalances and promote pay equity within the organisation.

 

2. Implementing Transparent Pay Practices

Transparency in pay practices helps build trust and ensures fairness within an organisation.

To promote transparency, make pay ranges for different roles and levels publicly available to all employees. This openness helps employees understand where they stand in the pay structure and what they can aspire to in terms of career progression.

Clearly communicate the process behind pay decisions, including the criteria for raises and bonuses. By explaining how these decisions are made, employees can better understand the rationale behind their compensation and trust that it is fair and unbiased.

Implement standardised criteria for setting and reviewing pay. This reduces the potential for bias and ensures that pay decisions are consistent and based on objective measures. Standardised policies contribute to a more equitable workplace where employees feel valued and fairly compensated.

 

3. Promoting Gender Diversity and Inclusion

Creating a diverse and inclusive workplace is essential for reducing the gender pay gap.

To promote gender diversity, start by using gender-neutral language in job postings and actively seeking diverse candidates. Ensuring that hiring panels are diverse is also crucial, as this helps to mitigate unconscious bias and create a fairer recruitment process.

Foster an inclusive workplace culture by promoting diversity training and awareness programmes. Encourage the formation and support of employee resource groups (ERGs) and networks that specifically support women in the workplace. These initiatives can help create a more supportive environment where all employees feel valued and included.

Offer flexible working options such as remote work, flexible hours, and job sharing. These arrangements support work-life balance and can be particularly beneficial for women, helping to retain talent and promote gender diversity within the organisation.

 

4. Supporting Career Development for Women

Providing targeted support for women’s career development helps address barriers that may prevent them from advancing to higher-paying roles.

Establish mentoring and sponsorship programmes aimed at supporting women’s career growth. These programmes provide women with valuable opportunities for advancement by pairing them with experienced mentors and sponsors who can guide them and advocate for their career progression.

Offer leadership training and development programmes specifically designed for women. These programmes help women gain the skills and confidence needed to take on senior roles, preparing them for leadership positions and closing the gender gap at higher levels within the organisation.

Identify and nurture high-potential female employees through targeted talent management programmes. Ensure these employees are considered for promotions and key projects, providing them with opportunities to advance their careers and contribute to the organisation’s success.

 

5. Monitoring and Reviewing Progress Regularly

Regularly monitoring and reviewing progress is crucial to ensure that strategies to close the gender pay gap are effective.

Begin by establishing clear, measurable targets for reducing the gender pay gap and increasing gender diversity in leadership roles. These targets provide a concrete framework for evaluating progress and ensuring accountability.

Conduct regular reviews of pay and gender diversity data to track progress against the established targets. This ongoing assessment helps to identify trends, measure the effectiveness of implemented strategies, and ensure continuous progress.

Gather feedback from employees through surveys and focus groups to understand their perceptions of gender equality in the workplace. This input is crucial for gaining a comprehensive view of the organisational culture and identifying areas that need improvement.

Use the insights gained from monitoring and employee feedback to continuously refine and improve strategies for closing the gender pay gap. By adopting a proactive and iterative approach, organisations can effectively address pay disparities and promote gender equality.

 

Section E: Summary

 

While a mandatory legal requirement for many employers, gender pay gap reporting is fundamentally designed to help achieve workplace equality.

By analysing and publishing gender pay gap data, employers can identify and address disparities, demonstrate their commitment to fairness, and foster a more inclusive work environment. Transparent reporting can also enhance an organisation’s reputation, attract diverse talent, and ultimately improve business performance.

 

Section F: Need Assistance?

 

DavidsonMorris’ specialist HR consultants deliver comprehensive advice on all aspects of workforce management including meeting legal requirements in relation to gender pay gap reporting.

Working closely with our employment law specialists, we provide a holistic solution for employers to help nurture positive working relations while remaining compliant with your legal obligations.

For help and advice with a specific HR or personnel issue, speak to our experts.

 

Section G: Gender Pay Gap Reporting FAQs

 

What is the gender pay gap?
The gender pay gap is the difference in average earnings between men and women across an organisation or the labour market as a whole. It is typically expressed as a percentage of men’s earnings and highlights disparities in pay that can arise from various factors, including occupational segregation and differences in work experience.

 

How do I publish a gender pay gap report?
The gender pay gap report should be placed prominently and publicly on the company’s website and/or parent company’s website. It must also be added to the government Gender Pay Gap Service website. For any companies that do not have a website, they should publish their findings on a company intranet and/or parent company website, ensuring this information is brought to the attention of its employees.

 

What is the deadline for gender pay gap reporting?
For private and voluntary sector employees, the snapshot date is 5 April with the submission deadline being 4 April of the following year. For public authority employers, the snapshot date of 31 March must be reported and published by 30 March of the following year.

 

Is gender pay gap illegal?
Failing to report when you are required to do so is illegal and can cause court orders and fines. However, a distinction needs to be drawn between unequal pay and the gender pay gap because although unequal pay is illegal, the gender pay gap – the difference between the average hourly earnings of men and women – persists.

 

Does gender pay gap report overtime?
The Gender Pay Gap Regulations 2017 which sets out the gender pay gap reporting duties, specifically excludes overtime pay from the definition of pay that should be included within the calculations.

 

How is the gender pay gap different from equal pay?
Equal pay refers to the legal requirement that men and women in the same employment, performing equal work, must receive equal pay, as mandated by the Equality Act 2010. The gender pay gap, on the other hand, measures the overall pay differences between men and women, irrespective of their roles. It reflects broader structural inequalities within the workplace.

 

Who is required to report gender pay gap data in the UK?
In the UK, all employers with 250 or more employees are required to report their gender pay gap data annually. This includes private and voluntary sector organisations, as well as public sector bodies.

 

How can employers collect data for gender pay gap reporting?
Employers can collect data using HR management systems (HRMS), payroll software, and data analysis tools such as Excel or more advanced analytics software. The necessary data includes employee gender, pay rates, bonuses, hours worked, and job roles/grades.

 

What are the consequences of non-compliance with gender pay gap reporting?
Non-compliance can result in investigations and enforcement actions by the Equality and Human Rights Commission (EHRC). While there are no direct financial penalties, failure to comply with a court order can result in unlimited fines. Additionally, non-compliance can lead to significant reputational damage.

 

What are some effective strategies to close the gender pay gap?
Effective strategies include conducting regular pay audits, implementing transparent pay practices, promoting gender diversity and inclusion, supporting career development for women, and regularly monitoring and reviewing progress.

 

Section H: Glossary

 

Gender Pay Gap: The difference in average earnings between men and women across an organisation or the labour market, usually expressed as a percentage of men’s earnings.

Equal Pay: The legal requirement that men and women in the same employment, performing equal work, must receive equal pay, as mandated by the Equality Act 2010.

Median Gender Pay Gap: The difference between the median (middle) hourly pay rates of men and women, expressed as a percentage of the median male hourly pay.

Mean Gender Pay Gap: The difference between the mean (average) hourly pay rates of men and women, expressed as a percentage of the mean male hourly pay.

Bonus Pay Gap: The difference between the mean and median bonus payments received by men and women, expressed as a percentage of the male bonus payments.

Pay Quartiles: The division of employees into four equal groups based on their hourly pay rates, used to analyse the distribution of men and women across different pay levels within an organisation.

Equality Act 2010: A UK law that consolidates and strengthens previous anti-discrimination legislation, including provisions for equal pay and gender pay gap reporting.

Gender Pay Gap Reporting Regulations: Regulations introduced in 2017 that require UK employers with 250 or more employees to publish annual reports on their gender pay gap figures.

Pay Audit: A comprehensive review of an organisation’s pay structures and practices to identify and address any disparities in pay between male and female employees.

Transparent Pay Practices: Policies and practices that ensure clarity and openness about how pay decisions are made, including published pay scales and criteria for raises and bonuses.

Diversity and Inclusion (D&I): Organisational efforts to promote a diverse workforce and create an inclusive environment where all employees feel valued and respected.

Employee Resource Groups (ERGs): Voluntary, employee-led groups that aim to foster a diverse and inclusive workplace by providing support and networking opportunities for members of underrepresented groups.

Mentorship Programmes: Programmes designed to support employees’ professional development by pairing them with more experienced colleagues who provide guidance and advice.

Sponsorship Programmes: Initiatives where senior leaders actively advocate for the career advancement of high-potential employees, often focusing on underrepresented groups.

Flexible Working Arrangements: Allowing employees to have flexibility in their work hours or location, such as remote work, flexible hours, or job sharing.

Unconscious Bias Training: Training programmes aimed at helping employees recognise and mitigate unconscious biases that can affect decision-making and interactions in the workplace.

Gender Diversity Targets: Specific goals set by an organisation to increase the representation of women in various roles, particularly in leadership positions.

Gender Pay Gap Service: The official UK government portal where employers submit their gender pay gap reports and where the public can access published reports.

Career Development Workshops: Training sessions focused on enhancing employees’ skills and career prospects, often tailored to support the advancement of women in the workplace.

 

Section I: Additional Resources

 

UK Government Gender Pay Gap Reporting Overview
https://www.gov.uk/guidance/gender-pay-gap-reporting-overview
A comprehensive guide provided by the UK government on the gender pay gap reporting requirements, including detailed instructions on who needs to report and what information must be included.

 

Gender Pay Gap Reporting Service
https://gender-pay-gap.service.gov.uk/
The official portal for submitting your gender pay gap report and accessing published reports from other organisations.

 

Equality and Human Rights Commission (EHRC) Guidance
https://www.equalityhumanrights.com/en/advice-and-guidance/gender-pay-gap-reporting
Resources and advice on understanding and complying with gender pay gap reporting regulations provided by the Equality and Human Rights Commission.

 

Chartered Institute of Personnel and Development (CIPD) Gender Pay Gap Resources
https://www.cipd.co.uk/knowledge/fundamentals/relations/gender-pay-gap
Articles, research, and guidance from CIPD on addressing the gender pay gap and promoting gender equality in the workplace.

 

Institute for Fiscal Studies (IFS) Gender Pay Gap Research
https://www.ifs.org.uk/publications/12925
In-depth research and analysis on the gender pay gap in the UK, including key findings and policy recommendations.

 

The Fawcett Society
https://www.fawcettsociety.org.uk/gender-pay-gap
Leading charity campaigning for gender equality and women’s rights, providing resources and reports on the gender pay gap.

 

Women’s Business Council
https://www.womensbusinesscouncil.co.uk/
A government-backed organisation focused on maximising women’s economic contribution, offering reports and recommendations on closing the gender pay gap.

 

Equal Pay Portal
https://www.equalpayportal.co.uk/
A dedicated resource offering information, news, and guidance on equal pay and gender pay gap issues in the UK.