Filling in the gaps

Tackling the gender pay gap - Why it matters

This research highlights the ongoing challenges in closing the gender pay gap. While progress has been made, there are still persistent inequalities that are holding back businesses and economic growth. Tackling this issue is not just about fairness but about building stronger, more successful organisations.

Gender Pay Gap Report Front Cover

A plan to move the needle on gender wage disparity

At CMI, we know that closing pay gaps isn’t just about fairness, it’s about performance. Companies that prioritise closing pay gaps, diverse leadership, and inclusive policies are not only more ethical, they outperform their competitors.

Our latest report provides exclusive insights, employer recommendations, and policy solutions to help organisations take real action in closing pay gaps.

Read the report

Key Findings

Transparency is step one, but action is what drives impact.

Pay gaps impact hiring

64%

of managers consider gender pay gaps when deciding whether to join an organisation, with 24% considering it to a large extent.

Pay gaps cost talent

33%

of managers who reviewed an organisation’s gender pay gap before applying decided not to join due to disparities.

Businesses lose top managers

500k

UK managers may have decided not to join a company because of gender pay gaps, highlighting a major loss for businesses.

*Managers Voice Pulse Point Poll Feb 2025

Key Recommendations

Transparency is step one, but action is what drives impact.

For employers:

  • Publish salary ranges in job adverts & remove salary history questions.
  • Set clear progression targets & develop diverse leadership pipelines.
  • Normalise flexible working & parental leave.

For policymakers:

  • Expand gender pay gap reporting to businesses with 50+ employees.
  • Mandate action plans alongside reporting for real accountability.
  • Introduce ethnicity & disability pay gap reporting to drive wider inclusivity.