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1、Closing the pay gap:from insight to impact Year 8 UK gender pay gap reporting 2024/25 July 2025 Foreword As we mark the eighth year of mandatory UK gender pay gap reporting,pay gaps remain a critical measure of progress toward fair pay and representation.This years analysis reveals a significant imp

2、rovement to date in organisations reported pay gaps,both market-wide and sector-specific.While we explore the data and potential drivers behind this positive shift,our focus is on sustaining momentum-particularly as new UK and EU regulations broaden the scope of pay transparency reporting requiremen

3、ts.In this increasingly complex landscape,its essential that organisations ensure their actions turn insight into impact.This means tackling the root causes of pay gaps and addressing the barriers that shape the workforce.Not only will this help to continue reducing pay inequality,but it will also s

4、trengthen trust in employers and enhance a companys brand and reputation.By embedding insights from reporting into broader people strategies,organisations can foster inclusive cultures and better support their people-driving lasting,measurable change and delivering stronger business outcomes through

5、 improved performance,greater innovation and higher employee engagement.Key gender pay trends in 2024/25 10,701 11.2%2.2%Companies disclosed their gender pay gap(compared to 10,408 last year).Median of reported mean pay gaps(compared to 11.8%last year).Reduction in the mean pay gap since 2017(compar

6、ed to 13.4%in 2017).2 Mandatory UK Gender pay gap reporting|Foreword Introduction Since the introduction of mandatory reporting in 2017,the gender pay gap has become a powerful metric to uncover pay disparities in organisations,and monitor progress on fair pay and diversity.The gender pay gap primar