In 2024, the difference between average hourly earnings for men and women in the United Kingdom for all workers was 13.1 percent, compared with seven percent for full-time workers, and -3 percent for part-time workers. During the provided time period, the gender pay gap was at its highest in 1997, when it was 27.5 percent for all workers. Compared with 1997, the gender pay gap has fallen by 13.2 percent for all workers, and 9.7 percent for full-time workers. Gender pay gap higher in older age groups Although the gender pay gap among younger age groups was quite small in 2023, the double-digit pay gap evident in older age groups served to keep the overall gap high. The gender pay gap for workers aged between 18 and 21 for example was -0.2 percent, compared with 11.2 percent for people in their 50s. Additionally the gender pay gap for people aged over 60 has changed little since 1997, falling by just 0.5 percent between 1997 and 2023, compared with a 12.8 percent reduction among workers in their 40s. Positions of power As of 2023, women are unfortunately still relatively underrepresented in leadership positions at Britain’s top businesses. Among FTSE 100 companies, for example, just 11 percent of CEOs were female, falling to just four percent for FTSE 250 companies. Representation was better when it came to FTSE 100 boardrooms, with 42.6 percent of positions at this level being filled by women, compared with 41.8 percent at FTSE 250 companies. In the corridors of political power, the proportion of female MPs was estimated to have reached its highest ever level after the 2024 election at 41 percent, compared with just three percent in 1979.

During a 2024 survey carried out among marketers from the United Kingdom, it was found that women earned nearly 18 percent less than men. The gap widened in the most recent year by 1.8 percentage points.

Gender Pay Gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish their gender pay gap annually. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

The 'gender pay gap' is defined as the difference between men's and women's average hourly earnings for full time workers within the information and communication sector, as a percentage of men's average hourly earnings. Within this sector in 2020, publishing activities had the highest gender pay gap in full-time employment at 24.7 percent. On the other hand, Programming and broadcasting activities had the lowest gender pay gap at 5 percent.

Gender Pay Gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish their gender pay gap annually. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

The 'gender pay gap' is defined as the difference between men's and women's average hourly earnings for workers within all service industries, as a percentage of men's average hourly earnings. In 2020 there was a 7.4 percent difference between men and women in full time employment.

Gender Pay Gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish their gender pay gap data annually. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

https://gender-pay-gap.service.gov.uk/" class="govuk-link">The Gender Pay Gap Service allows you to browse and compare data from different organisations.

The Gender pay gap legislation was introduced in April 2017 and is statutory requirement for all organisations (with 250 or more employees) to report annually on their gender pay gap.

This report sets out where the IPO fulfils the reporting requirements. It analyses the figures in more detail and explains what we are doing to close the gender pay gap in the organisation.

You can also explore this data on a https://gender-pay-gap.service.gov.uk/Viewing/search-results?_ga=2.217888278.1658900903.1597042805-713893359.1576830614" class="govuk-link">dashboard export all https://data.gov.uk/dataset/gender-pay-gap" class="govuk-link">national gender pay gap data.

The 'gender pay gap' is defined as the difference between men's and women's average hourly earnings for full time workers within financial and insurance industries, as a percentage of men's average hourly earnings. The highest percentage gender pay gap median in 2020 was found in the Activities auxiliary to financial services and insurance activities , at 31.1 percent. On the other hand, the lowest percentage gender pay gap median for financial and insurance activities in 2020 was found to be in social security, at 17.0 percent.

Gender pay gap legislation introduced in April 2017 requires all employers of 250 or more employees to report annually on their gender pay gap.

The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

The 'gender pay gap' is defined as the difference between men's and women's average hourly earnings for full time workers within wholesale and retail trades, as a percentage of men's average hourly earnings. The most equal industry within this sector in 2020 was the wholesale trade (excluding motor vehicles and motorcycles) industry.

Data on the gender pay gap (i.e. the percentage difference between men and women's gross median earnings) in the civil service of the United Kingdom as on August 26, 2020, by responsibility level shows that the overall difference was 12.0 percent for all employees.

Data on the average United Kingdom (UK) civil service salary as on August 26,2020, by responsibility level and gender shows that as of this date, men earned, on average, more than women at almost all levels of the civil service.

Gender Pay Gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish their gender pay gap data annually. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

https://gender-pay-gap.service.gov.uk/" class="govuk-link">The Gender Pay Gap Service allows you to browse and compare data from different organisations.

Gender pay gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish their gender pay gap data annually. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings. You can also:

• https://gender-pay-gap.service.gov.uk/Employer/4uqEb2xp?_ga=2.27658492.1946053525.1607939901-1839648518.1580292073&_gac=1.55401689.1605710171.CPbR38KojO0CFUG4GwodxGkOQQ" class="govuk-link">explore this data on a dashboard
• https://data.gov.uk/dataset/54219db1-dd98-49d9-a383-a5978bb0aeb9/gender-pay-gap" class="govuk-link">export all national gender pay gap data

Gender Pay Gap legislation introduced in April 2017 requires all employers of 250 or more employees to report annually on their gender pay gap.

The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

You can also:

• https://gender-pay-gap.service.gov.uk/Viewing/search-results" class="govuk-link">explore this data on a dashboard
• https://data.gov.uk/dataset/gender-pay-gap" class="govuk-link">export all national gender pay gap data

In 2024, the gender pay gap for all workers in the United Kingdom was highest in the financial and insurance sector, at 29.8 percent, and lowest in accommodation and food services, where it was 2.1 percent.