缩小薪酬差距：从洞察到影响

ForewordAs we mark the eighth year of mandatory UK gender pay gap reporting, pay gaps remain a critical measure of progress towardfair pay and representation. This year’s analysis reveals a significant improvement to date in organisations’ reported pay gaps,both market-wide and sector-specific.While we explore the data and potential drivers behind this positive shift, our focus is on sustaining momentum - particularly asnew UK and EU regulations broaden the scope of pay transparency reporting requirements. In this increasingly complexlandscape, it’s essential that organisations ensure their actions turn insight into impact. This means tackling the root causes ofpay gaps and addressing the barriers that shape the workforce. Not only will this help to continue reducing pay inequality, but itwill also strengthen trust in employers and enhance a company’s brand and reputation.By embedding insights from reporting into broader people strategies, organisations can foster inclusive cultures and bettersupport their people - driving lasting, measurable change and delivering stronger business outcomes through improvedperformance, greater innovation and higher employee engagement.Key gender pay trends in 2024/2510,701Companies disclosed their gender paygap (compared to10,408last year).2Mandatory UK Gender pay gap reporting | Foreword 11.2%2.2%Median of reported mean pay gaps(compared to11.8%last year).Reduction in the mean pay gap since2017 (compared to13.4%in 2017). IntroductionSince the introduction of mandatory reporting in 2017, the gender pay gap has become a powerful metric to uncover paydisparities in organisations, and monitor progress on fair pay and diversity.The gender pay gap primarily reflects differences in male and female representation across an organisation, making it a keycatalyst to uncover where, and why, differences in the workforce exist. Pay gap reporting continues to face increased scrutiny -from regulators, media and the public - making it not only a widely used internal measure for organisations, but also a key focusof external accountability.For 2024/25, our analysis shows one of the largest year-on-year hourly pay gap decrease since the introduction of pay gapreporting, with a decrease of 0.6% in the mean hourly pay gap, from 11.8% to 11.2%, and a decrease of 0.5% in the median hourlypay gap, from 9.1% to 8.6%.There are a number of reasons that could explain these reductions. Many organisations have implemented targeted andsustained actions to address their pay gaps - particularly in response to heightened scrutiny and stakeholder expectations.These actions include reviewing and adjusting pay structures, improving gender balance in senior and high-paying roles,introducing a more transparent promotion and progression process, and investing in inclusive hiring practices. Additionally, thegender pay gap itself is a lagging indicator, so the current reporting figures may reflect the cumulative impact of these initiativesover recent years.Whilst the overall pace of change has been slow since the introduction of reporting, this year’s figures reflect a positive shift.It is particularly important for organisations to continue to reduce their pay gaps and create sustainable change, as we seereporting increase with:The introduction of the Equality (Race andDisability) Bill which proposes to extend genderpay gap reporting to include mandatory ethnicityand disability reporting within the UK.In this increasingly complex landscape, it is essential for organisations to think holistically about reporting and how tocontinue making progress. When embedded into business decision-making, reporting can become a powerful lever for change –enabling a deeper understanding of the strategic and operational drivers that influence an organisation’s brand, reputation andability to drive innovation. It also supports the creation of a productive workforce that is inclusive, while helping to reducepeople-related employment costs. This year’s report reflects on the progress we’ve observed since the start of gender payreporting in 2017/18, deep-diving into some of the interventions that have been most effective in driving meaningful changeand reducing gender pay gaps.3Mandatory UK Gender pay gap reporting | Introduction Additional pay gap reporting and paytransparency obligations introducedacross the EU as part of the EU PayTransparency Directive. Key trendsOur analysis shows a decrease of 0.6% in the mean pay gap from 11.8% in 2023/24 to 11.2% in 2024/25. The median hourlypay gap has decreased from 9.1% in 2023/24 to 8.6% in 2024/25. In the last few years, the pace of change appears to haveaccelerated, resulting in one of the biggest decreases since 2017/18, which may suggest that recent efforts by organisations arebeginning to have a sustained impact.Mean pay gapMedian pay gapMandatory UK Gender pay gap reporting | Key trends The mean bonus gap has decreased by 0.3% from 29.6% in 2023/24 to 29.3% in 2024/25, and the