Gender pay resource hub

Having submitted their first gender pay gap reports in 2017/18, the challenge for many organisations now lies in how to reduce wage gaps and in what actions employers can take to improve their gender pay gap report for the coming years.

The business case for closing the gender pay gap is overwhelmingly strong, with economic and productivity gains predicted in a variety of research. Likewise, with many UK employers reporting skill and talent shortages, closing the wage gap and increasing female representation can boost labour and offer access to underused talent pools.

We have collated our research and insights on this area below and continue to monitor and analyse progress on gender pay and gender parity in the UK and beyond.

Further guidance and support

The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 requires all UK-based employers with 250 or more employees to calculate the gaps in pay between their female and male employees and publish the results each year on a fixed date.

IES expertise can offer you bespoke support and consultancy on pay and reward matters, drawing from our unique knowledge of both employment policy and pay, reward and benefits practice. Get in touch with Duncan Brown to discuss your situation and requirements with us.


Expert view: Duncan Brown, Principal Associate

Duncan BrownOur research evidence suggests that gender parity requires broad-ranging HR and employment measures, worked on co-operatively by government, employers, employees and their representative bodies, and policy advisers and experts. Appointing a couple of female senior executives is not going to deliver the cultural and systemic changes required to achieve progress on gender representation or remuneration. Many chief executives and leaders are pushing to set the fastest target times to remove their wage gaps. It remains to be seen whether, and how, these targets will be met.

Case studies

Gender pay: How do you achieve and report parity? The case example of FDM Group

In this paper, we attempt to define and describe the policies, practices and wider cultural dimensions which appear to underpin the success of FDM Group in almost removing the pay gap between its male and female employees, thereby drawing out the practical lessons for other employers who are attempting to achieve the same.
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The power of parity: A study of how Lewisham Council achieved gender equality at senior levels, the learning and implications

Lewisham Council has a long history of promoting female equality and, for some years, has displayed gender parity in the make-up of its senior posts. Just what is it that explains Lewisham’s success in this?
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Tackling gender, disability and ethnicity pay gaps: a progress review

This report produced on behalf of the Equality and Human Rights Commission (EHRC) considers both the effectiveness of interventions to tackle pay gaps in the UK, and provides an overview of the legislative framework and employers' progress in tackling pay gaps.
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Gender pay gap reporting: important, undesirable or irrelevant?

A detailed analysis of the gender pay gap reporting requirement and guidance for organisations on how to maximise the benefits from it.
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European added value of applying the principle of Equal Pay for men and women for equal work or work of equal value

This report considers the impact of the gender pay gap in Europe and the most effective factors to reduce it, including pay transparency and the more systematic use of work evaluation and job classification.
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Gender pay reporting: what now? Learning from the first year of mandatory reporting and how to address pay gaps

Thursday, 21 June, 2018 | London

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IES blogs and comment

Ethnicity: can the gender pay gap trick be repeated?

As the government announces a new consultation on ethnicity pay gaps, we unpick the benefits and challenges of mandatory reporting.
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Gender, ethnicity and disability gaps: policies and practices changing minds

Senior research fellow, Adam Elston, considers IES research on pay gaps on behalf of the Equality and Human Rights Commission, and developments in gender pay reporting.
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Mind the (gender pay) gap: will gender pay reporting make any difference?

IES head of HR consultancy, Duncan Brown, considers what employers can do to really make a difference to the gender pay gap.
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An opportunity to be bold for gender pay equality

IES senior research fellow, Catherine Rickard, urges organisations to view gender pay reporting as an opportunity to tackle inequality and promote change.
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Gender pay reporting: An opportunity to audit and address, rather than a threat

Duncan Brown writes on the publication of the gender pay reporting regulations and suggests why IES is uniquely placed to advice on gender pay.
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‘Gender Pay: A moving target’... but one where more transparency and HR action will help

In a blog post originally published by CIPD, Duncan Brown urges HR to take the lead on addressing the gender pay gap.
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Gender pay gap reporting: Let's get on with it

Reflections on the announcement of the gender pay reporting draft regulations.
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