Businesses benefit from taking steps to address the causes of pay gaps in their organisations. Companies that treat staff fairly are more productive, find it easier to attract and retain skilled staff, and ensure that they have a positive corporate image.
Addressing barriers to women’s representation at senior management level gives organisations confidence that the most skilled and talented individuals are in key decision-making roles. It also enables businesses to predict more accurately the needs and wants of their customers.
Organisations also benefit from developing transparent pay structures that are easy to maintain and to derive human resource management information from.
Reviewing pay structures mitigates the financial and reputational risks of employees bringing equal pay cases.
Close the Gap has successfully worked with businesses on a confidential basis to support them in identifying and addressing issues with pay and progression within their organisations.
In this section you will find information for:
Close the Gap Working Paper 14- Gender Pay Gap Statistics This paper is an updated version of Working Paper 11 Statistics published in 2014.
Gender Equality Pays: The economic case for addressing women's labour market inequality This paper presents research into the link between gender equality and economic benefit.
Supplementary evidence to Women & Equalities Committee inquiry into the pay gap This supplementary written evidence to the UK Women & Equalities Committee inquiry into the gender pay gap for women aged over 40 years focuses on recommendations for key stakeholders.