In the 2022/23 financial year, various measures of inequality in the United Kingdom decreased when compared with 2021/22. The S80/20 ratio fell from 6.3 to 5.5, the P90/10 ratio from 4.5 to 4.2, and the Palma ratio between 1.5 and 1.3.

Annual gender pay gap estimates for UK employees by age, occupation, industry, full-time and part-time, region and other geographies, and public and private sector. Compiled from the Annual Survey of Hours and Earnings.

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 relatively small in 2024, 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 -0.5 percent, compared with 12.1percent for people in their 50s. Additionally, the gender pay gap for people aged over 60 has changed little since 1997, falling by just 1.2 percent between 1997 and 2023, compared with a 14.9 percent reduction among workers in their 40s. Positions of power As of 2024, women are unfortunately still relatively underrepresented in leadership positions at Britain’s top businesses. Among FTSE 100 companies, for example, just 9.4 percent of CEOs were female, falling to just 6.1 percent for FTSE 250 companies. Representation was better when it came to FTSE 100 boardrooms, with 44.7 percent of positions at this level being filled by women, compared with 42.6 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.

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.

An average of 79% of Bangladeshi households were in the 2 lowest income quintiles (after housing costs were deducted) between April 2019 and March 2022

Median pay and raw disability pay gap estimates across different characteristic breakdowns, using Annual Population Survey (APS) data.

Gender pay gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish 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?t=1&search=&orderBy=relevance" 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

Results of statistical modelling exploring linear regression and Blinder-Oaxaca decomposition.

In 2024, the gender pay gap in the United Kingdom for people in their 50s was 12.1 percent, compared with -0.5 percent for people aged 18 to 21.

Ratio of household equivalised income of the top 10 per cent of households to the income of the bottom 10 per cent of households.

Ratio calculated using weekly household income adjusted to take account of differences in numbers and ages of residents.

This dataset is one of the Greater London Authority's measures of Economic Fairness. Click here to find out more.

This dataset is one of the Greater London Authority's measures of Economic Development strategy. Click here to find out more.

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

Both the mean and median gender bonus pay gap decreased at Deutsche Bank in 2022, though the mean pay gap reported was the second highest during the observed period. In 2022, the mean gender bonus pay gap at the German bank was 59.9 percent, and the median pay gap stood at 41.3 percent.

Ethnicity pay gap estimates for 2018 across different ethnicity breakdowns using the Annual Population Survey.

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.

Between 2018 and 2022, people in households in the ‘other’, Asian and black ethnic groups were the most likely to be in persistent low income, both before and after housing costs, out of all ethnic groups.