Goal 7: End Gender Pay Gap

Our pioneering Gender Benchmark launched in early summer 2024. Based around 7 goals, WE+ is a transformative framework that will help organisations get closer to achieving gender equality

There is no better symbol that there is still so much work to do to achieve equality in the workplace than the existence of the gender pay gap. According to the Office for National Statistics (ONS) the median hourly pay for full-time employees was 7 percent less for women than for men in April 2024. Analysis by the TUC in early 2025 revealed that the average women stopped working for free on February 16th – effectively working 48 days of the year for free compared to men.

Whatever way it is cut, the gender pay gap still exists. That’s why the final goal under the One Loud Voice (1LV) WE+ Measure is to End Gender Pay Gap. It is a crucial step toward enabling UK women to succeed in the workplace. Despite decades of progress and landmark legislation, the pay gap persists, limiting women’s economic power and career advancement. Erasing the gap is not only a matter of fairness but also a driver of national prosperity and business success.

What is the gender pay gap?

The gap is the difference in average hourly earnings between women and men across the workforce. It is not as simple as women being paid less than men for the exact same job – direct pay discrimination is illegal under the 2010 Equality Act and the 1970 Equal Pay Act. It represents a complex mix off factors that include unequal caring responsibilities, part-time work – which more women take on to balance care responsibilities – and barriers to promotion.

The pay gap has long been a thorny issue. In 1888 the Match Girls’ Strike saw over 200 women protest about their conditions and demand fair wages. A turning point came in 1968 when female machinists at Ford’s Dagenham plant went on strike after learning that they were paid 15 percent less than men for similar work.

Even with legislation, pressure groups, and calls from business leaders, the gender pay gap has proved stubborn.

 Why closing the gender pay gap matters

• Economic empowerment for women

Closing the gender pay gap would immediately boost women’s earnings and lifetime wealth. PwC analysis estimates that closing the gap could increase UK women’s average annual income by £6,300 and raise total female earnings by £90 billion—a 20% increase relative to the 2016 GDP. This would help lift many women out of poverty and reduce the risk of financial insecurity, especially in retirement.

• Unlocking national economic growth

The gender pay gap is not just a women’s issue; it is an economic one. Increasing female participation and pay parity would expand the talent pool, drive productivity, and foster innovation. PwC’s Women in Work Index found that matching female employment rates to those of Sweden could boost UK GDP by tens of billions of pounds annually. Higher female earnings mean more spending power, which benefits businesses and the wider economy.

• Better business outcomes

 Companies that address the gender pay gap and promote equality see tangible benefits. Diverse teams are more creative, better at problem-solving, and more likely to outperform less diverse competitors. By fostering a culture of fairness and opportunity, employers can attract and retain top talent, reduce turnover, and enhance their reputation.

• Social justice and fairness

 The gender pay gap perpetuates inequality and sends a message that women’s work is valued less than men’s. Closing the gap would help achieve true equality by ensuring that all workers are rewarded fairly for their contributions.

• Addressing root causes

 Research shows that the pay gap is wider among all employees than among full-time workers, largely because women are overrepresented in part-time, lower-paid roles. Tackling the gap requires policies that support flexible working for all, affordable childcare, and shared parental leave. It also means addressing unconscious bias in recruitment, promotion, and pay decisions.

Is there a way forward?

 We know from the work we do with organisations that there are many businesses that are working towards equality across all areas. And there are some signs of progress overall for the generations that are starting out in work.  Among young people aged 16–24 in full-time work, women now out-earn men by an average of £2,200 per year. 

For 1LV, ending the gender pay gap is essential for UK women to achieve workplace success, financial security, and equal opportunity. It is also a catalyst for economic growth, business innovation, and social justice.

Ending the gender pay gap is intertwined with the six other WE+ Measure Goals – and it is only by tackling all seven goals that we will achieve an equal workplace. WE+ Measure was always designed with ‘all of us’ in mind. The gender benchmark was launched in June 2024 with a simple aim: to help women in the workplace at every point in their career by working with organisations and helping fix the structural imbalances in the system.

Structured around seven strategic goals WE+ gives organisations a foundation from where they can articulate their commitment to both equity and equality in the workplace.

Goal 1: Commitment to gender equality

Goal 2: Minimise bias in recruitment, promotion and reward

Goal 3: Resolve structural issue around working patterns and benefits

Goal 4: Create psychological safety and an inclusive culture

Goal 5: Genuine partnership approach between genders

Goal 6: End gender discrimination and harassment

Goal 7: End gender pay gap

Find out more about WE+ Measure here