No More Lip Service: Real Ways to Close the Gender Pay Gap

For years, businesses have been banging on about diversity and equality, but when it comes to the gender pay gap, progress is still moving at a snail’s pace.

Although it has been decreasing over the last few decades, there is still a gender pay gap in the UK. In April 2024, median pay for all employees was 13.1% less for women than for men. The gender pay gap is larger for employees aged 40 years and over than those aged under 40 years.

Little Fact for You: South Korea has the highest gender pay gap of the OECD countries, with a 31.2 percent difference between the genders. Belgium has the most equal pay between the genders

No more – it’s time for real action. If you’re serious about closing the gap, here’s what needs to change.

1. Stop Making Excuses – Audit Your Pay Data

Before you can fix a problem, you need to acknowledge it exists. A proper pay audit will show where the gaps are and which groups are being shortchanged. No, it’s not “just the way the market works” – it’s often bias, outdated structures, and a lack of accountability. If you haven’t done a pay review in the last year, start now.

2. Equal Pay for Equal Work – And Transparency to Prove It

If your company has a “salary negotiation” culture, chances are, men are walking away with bigger paychecks. One of the simplest ways to level the playing field is salary transparency. Publish pay bands, be upfront about what roles are worth, and stop penalising those who don’t push for more.

3. Promote More Women – Not Just the Ones Who Shout the Loudest

The gender pay gap isn’t just about pay – it’s about opportunity. If leadership is a boys’ club, that’s part of the problem. Sponsorship and mentoring schemes for women in the workplace shouldn’t be just a “tick-box” exercise. Actively develop female talent, and stop promoting based on who’s best mates with the boss.

4. Rethink Your Parental Leave Policies

Women often take the hit when it comes to childcare, which impacts long-term earning potential. If your company still treats parental leave as “women’s business,” you’re doing it wrong. Equal parental leave policies help balance the playing field and stop penalising mothers for taking time off.

5. Stop Penalising Part-Time and Flexible Workers

Many women work part-time or flexibly – yet they’re often overlooked for pay rises and promotions. It’s outdated nonsense. Performance, not presenteeism, should dictate career progression. If flexible working isn’t embedded in your company culture, it’s time to fix that.

6. Hold Leaders Accountable

If your senior leadership isn’t actively working to close the pay gap, they’re part of the problem. Gender pay gap targets should be linked to performance reviews and bonuses. Money talks – so make it clear that closing the gap is an expectation, not an optional extra.

7. Speak Up and Keep the Pressure On

It’s 2025 – if companies are still dragging their feet on equal pay, they deserve to be called out. Employees, customers, and stakeholders all have power. Push for change, demand transparency, and don’t let businesses get away with lazy excuses.

The gender pay gap won’t close itself. Real change takes effort, accountability, and a willingness to do more than just talk the talk. It’s time to stop with the lip service and start taking real action. #GoBeAHit