Advantages of reducing the pay gap
                     ADVANTAGES OF REDUCING 
THE PAY GAP
INTRODUCTION
The Gender Pay Gap is a measure of 
the difference between men’s and 
women’s average hourly earnings 
across an organisation or the labour 
market and it is expressed as a 
percentage of men’s earnings. 
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EXPOSES HOW MEN AND 
WOMEN ARE POSITIONED 
 It exposes how men and women are 
positioned from the lowest to the 
highest paid roles in a company . 
A pay gap in favour of men is usually 
explained by more men employed in 
higher paid jobs, and more women 
employed in lower paid jobs.
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CAUSES CONTRIBUTING 
TO PAY GAP
Access and attitude to flexible 
working and parental leave 
Societal expectations of gender roles 
Progression opportunities 
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WHY REDUCING THE GENDER 
PAY GAP IS A GOOD THING?
Although many businesses are 
worried about reporting 
their findings, and how this will affect 
their brand reputation, sharing 
actions towards a GPG reduction 
enables organisations to differentiate 
themselves and capitalise on being a 
transparent and fair workplaces. 
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BENEFITS OF REDUCING 
THE GAP 
It can raise staff morale:  this 
supports recruitment and retention;
It can decrease the number of 
uncomfortable pay-related 
conversations during personal 
reviews;
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BENEFITS OF REDUCING 
THE GAP CONT. 
Hiring the best talent will become 
markedly easier. It will make it clear 
to new candidates that they’re 
entering a world of fairer 
opportunities;
When it comes to remuneration, HR 
teams will be spared the unsavoury 
task of dealing with gender 
inequality
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SHOW POSITIVE ACTIONS
Research shows that taking steps to 
increase gender representation, 
diversity and inclusion brings a whole 
raft of further business advantages 
with it. 
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THE GENDER PAY GAP ≠ 
EQUAL PAY
The Gender Pay Gap is often 
mistakenly and unknowingly 
conflated with Equal Pay. This has 
negative consequence, as it allows 
people to shrug off the issue. 
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THE GENDER PAY GAP 
VS. EQUAL PAY
Equal Pay is where men and women are 
paid the same amount for doing the 
same work. To do otherwise is illegal. 
Conflating the Gender Pay Gap with 
Equal Pay is problematic as it allows 
people to assume an organisation they 
run or are employed by does not have a 
gender issue, as long as they pay men 
and women equally for the same roles .
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BUSINESS PROCESSES 
TO BE IMPLEMENTED
Training needs to be combined with 
assigned responsibilities for compliance
People need to be aware, but also 
experience change
Mentoring needs to come with real 
sponsorship (opening doors, making people 
shine also in their absence!);
No awareness workshops, without increased 
and measurable access to opportunities
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