Research by HR and payroll software provider Ciphr reveals a significant gap between public perceptions and the reality of gender pay disparities in the UK.
According to a recent survey of 2,000 adults, including 1,188 employees, many underestimate how widespread gender pay gaps remain across occupations and industries.
The survey found that 25% of men and 19% of women do not believe gender pay gaps exist in any UK jobs in 2024. However, figures from the Office for National Statistics (ONS) indicate otherwise, with a median gender pay gap of 13.1% across all occupations. On average, women earn £2.39 less per hour than their male counterparts.
Ciphr’s analysis shows that 71% of all job roles and 89% of industries in the UK have a gender pay gap of 1% or higher favouring men. Yet, only 10% of employees believe their industry has such a disparity, and just 8% think their occupation or employer is affected.
Claire Williams, chief people and operations officer at Ciphr, highlighted the need for greater transparency:
“The findings of this survey highlight an urgent need for employers to take a more active role in promoting transparency and understanding around their gender pay gap. The data shows a significant disconnect between perception and reality, with many employees unaware of the extent of gender pay disparities in the UK.”
Impact on the Workplace
The lack of awareness about the gender pay gap undermines efforts to close it, as employees view their organisations’ or industries’ practices more positively than the data suggests. Government reporting shows that 78% of companies with over 250 employees pay men more than women, with 62% reporting a pay gap of 5% or higher.
Ann Allcock, head of diversity at Ciphr, pointed to systemic factors contributing to the gap, including occupational segregation, gender stereotyping, and unequal career progression opportunities. Flexible working arrangements and unpaid caring responsibilities also disproportionately affect women.
“Employers need to ensure that they fully understand what factors, if any, could be contributing to the gender pay gap within their own business, so they can make proactive changes,” Allcock said.
Occupations with the Largest Pay Gaps
Ciphr’s research identified roles with significant pay disparities. Female financial managers and directors earn 72p for every £1 earned by their male counterparts, a gap of 27.8%. Other roles with notable gaps include electricians (20.7%), business sales executives (17.1%), and programmers (15.8%).
Even roles with traditionally higher proportions of female workers, such as marketing managers, solicitors, and retail managers, show gaps ranging from 13.4% to 13.9%.
While many employees remain unaware of the extent of pay disparities, others acknowledge the issue within their industries. Marketing, advertising, and PR professionals are among the most likely to recognise a gender pay gap, with 38% saying their sector has an issue. The ONS confirms this, showing a 20.1% gap in professional, scientific, and technical activities.
By contrast, workers in healthcare, retail, and education are less likely to perceive gaps, although these industries also exhibit disparities of 11.2% or more.
Closing the Gap: The Role of Employers
Williams emphasised the role of employers in addressing the gender pay gap, saying, “It’s not just a matter of fairness – it’s a matter of equity, engagement, and trust in the workplace. Employers must do more to uncover and address the root causes of these disparities, from recruitment practices to career progression and pay structures.”
Strategies to reduce the gap include conducting equal pay audits, promoting flexible working for all employees, and implementing transparent policies for recruitment, promotion, and remuneration. Employers are also encouraged to track and report gender pay gap metrics regularly to ensure accountability and progress.
