Gender Pay Gap

Pay Gap Data #9 – Where can I find gender pay gap data for 2025?

March 22, 2026 By Nigel Marriott

This post was updated on 22nd March 2026. The next update is planned for 5th April 2026

The government requires nearly all employers with a headcount of 250 or more on their snapshot date to submit gender pay gap data. All data is available to the public and can be found on the government’s gender pay gap website. I have downloaded this data and created a spreadsheet to present the data in a more user-friendly and visual format.

Pay Gap Case Study #8 – 33 London Councils – We Are One

November 18, 2025 By Nigel Marriott

I am breaking a golden rule of pay gap reporting in this article, I am benchmarking the 33 London Borough Councils on their gender pay gap data!

Before you gasp in horror, let me say straightaway the outcome of this article is complete vindication of this golden rule. Benchmarking of employer pay gap data is statistically worthless. Pay gap data of all kinds is inherently multivariate and cannot be reduced to one number league tables. The story I will tell of the 33 councils of London in 2024 proves this point in spades. In effect, none of the councils have a gender pay gap despite all of them publishing data to the contrary.

Pay Gap Data #8 – Where can I find gender pay gap data for 2024?

October 6, 2025 By Nigel Marriott

This post was updated on 6th October 2025. The next update is planned for early January 2026.

Stats Training Materials – Pay Gap Analytics

October 1, 2025 By Nigel Marriott

*** Updated with links B16 and P9, P10 and P11 for 3 presentations I have given recently on gender & ethnicity pay gap reporting. I have also added new sections I & J**

The 5 steps to closing a pay and/or representation gap are –

Define what success looks like i.e. where you want to be in the future
Measure where you are today
Analyse your data to understand why you are where you are today & what the key drivers are of your gaps
Implement actions which move you from where you are today to put you on the path to where you want to be in the future
Control the key drivers to ensure you are on the right track

All steps require the use of statistical thinking and statistical methods. Other skills and processes are also needed but they cannot succeed on their own without the help of statistical thinking.

Pay Gap Trends #8A – Is a Smaller Pay Gap Good News?

January 3, 2025 By Nigel Marriott

The gender pay gap in the UK continues to narrow in 2024. The good news is the pay gap is narrowing at a faster rate since 2017 when Gender Pay Gap Reporting (GPGR) for employers become mandatory. The bad news is women are not progressing up the pay scale and are working longer hours, men today are worse off than their fathers were 20 years ago and the smaller pay gap is simply the by-product of wage compression induced by above inflation rises in the minimum wage. This is a sobering picture which tells me on balance, a smaller pay gap is not good news.

This article is part A of a 2-part blog. Part B will be published at a later date.

Pay Gaps #31 – When is Equal Pay Day in 2024?

November 23, 2024 By Nigel Marriott

When is #EqualPayDay in the UK in 2024?

No-one knows is the correct answer. That’s because there are no national measurements of the extent of unequal pay in the UK e.g. a woman being paid less than a man for the doing the same job.

If you see anyone talking about “Equal Pay Day“, they are in fact talking about #GenderPayGapDay, the day on which the typical women “starts working for free” when compared with the typical man irrespective of what job they are doing. Of course, as everyone knows, gender pay gaps do not measure the extent of unequal pay in any shape or form.

For 2024, the ONS (Office of National Statistics) has published 30 different gender pay gap statistics. This means we could have 30 different gender pay gap days so how do we decide which one to use?

Pay Gap Data #7 – Where can I find gender pay gap data for 2023?

October 3, 2024 By Nigel Marriott

This post was updated on 2nd October 2024 with the latest data for the 2023 snapshot date. I will continue to update each quarter with data from late reporters.

The government requires all employers with a headcount of 250 or more on their snapshot date to submit gender pay gap data. All data is available to the public and can be found on the government’s gender pay gap website. I have downloaded this data and created a spreadsheet to present the data in a more user-friendly and visual format.

Pay Gap Data #6 – Where can I find gender pay gap data for 2022?

October 4, 2023 By Nigel Marriott

This post was updated on 4th October 2023 with the latest data.

The government requires all employers with a headcount of 250 or more on their snapshot date to submit gender pay gap data. All data is available to the public and can be found on the government’s gender pay gap website. I have downloaded this data and created a spreadsheet tool to present the data in a more user-friendly and visual format.

Pay Gap Trends #6 – Are we there yet?

May 10, 2023 By Nigel Marriott

Has 6 years of mandatory gender pay gap reporting (GPGR) made a dent in the UK’s gender pay gap? According to a recent BBC article, not one bit at all. Unfortunately, too many people on social media have been taken in by this misleading article and I will be submitting a formal complaint to the BBC soon to get it amended. I rebutted this at the time with this LinkedIn post and I will now expand on that here to show what the true trend is and whether or not mandatory pay gap reporting has had an impact.

Pay Gap Case Study #7 – Does the Department for Work & Pensions have a Gender Pay Gap?

March 5, 2023 By Nigel Marriott

The Department for Work & Pensions (DWP) says for every £1 paid to the median man in March 2022, the median woman was also paid £1. In other words, their 2022 median gender pay gap using hourly pay was 0%. However, their Gender Swap Number per 1,000 employees for this date was +26 which immediately raises the question “Have the DWP made an error in their calculations like Cleveland Police did in 2017?” This was my first reaction which seems remarkable for an employer with 91,006 full pay relevant employees on a public sector pay scale and the largest pool of statisticians of any government department.