UK Gender Pay Gap Reporting Dashboard - Business in the Community

UK Gender Pay Gap Reporting Dashboard

UK Gender Pay Gap Reporting Dashboard

With reporting of information about the Gender Pay Gap legally required for organisations of 250 employees or more and made available publicly, disclosing your organisation’s Gender Pay Gap, the key drivers behind it, and the key steps you are taking to close it is vital to educate and inform your workforce.  

Transparency is crucial first step in tackling the drivers of inequity, committing an open culture about pay to reduce discrimination and foster psychological safety for negotiation often inaccessible to marginalised groups. In doing so, enabling a more inclusive working environment, building trust and engagement with employees leading to better business outcomes such as greater productivity and retention.  

We believe that responsible businesses should be discussing their gender pay gap openly, demonstrating external accountability and tailored action plans to remove barriers to equitable pay and reward.  

To support transparency, we have created the Gender Pay Gap dashboard below, providing live information about the overall national gender pay gap and sectoral trends.  

Business in the Community’s gender pay gap reporting dashboard

About the pay gap reporting dashboard

Use this dashboard to see: 

  • the final figure for the respective year will be available in April annually once all companies have reported. 
  • the number of organisations where men are, on average, paid more than women 
  • the number of organisations to have filed compared to the approximate number expected to report this year. 
  • individual employer’s gender pay gap data over time, including whether they chose to report when the legal requirement was lifted (2019 to 2020) and the gender split of their workforce at different pay levels. 

BITC’s gender pay gap reporting dashboard displays publicly available data from the UK Gender Pay Gap Reporting portal, maintained by the Government Equalities Office (GEO). We do not own nor are we responsible for the quality of this data. Under the UK Gender Pay Gap Reporting Regulations, organisations with 250 employees or more must submit pay gap data by a “snapshot” date. The dashboard shows average employee hourly pay split by men and women, not pay gaps according to working pattern, for example, full- and part-time.

Sectors have been assigned according to the Standard Industrial Classification (SIC) codes entered when employers submit their gender pay gap. When multiple sectors have been submitted with a single application, this has been reflected in the pay gap analysis of all sectors listed. Being able to provide analysis by sector was important to us as it allows individuals to situate their organisation’s gender pay gap in the context of their sector rather than wider UK averages.

As this data is from the GEO, we also follow their guidance on the categorisation and labelling of data with the binary use of ‘men’ and ‘women’ used in this instance. At BITC we take a fundamentally inclusive approach, encouraging employers to recognise staff according to their self-identified gender status, be it binary, trans, fluid or non binary.

To understand the statutory guidance on Gender pay gap reporting, access GOV UK’s guide here – Gender pay gap reporting: guidance for employers – GOV.UK 

Take action to close your gender pay gap

Our Times Top 50 Employers for Gender Equality Insights Report 2025 – review the latest best practice on gender-inclusive approaches to pay and reward. 

Our Gender Pay Gap Toolkits provide useful information on the fundamentals of Gender Pay Gap measuring and reporting.  

Intersectional pay gap reporting

The gender pay gap is not the only indicator of inequality entrenched into our workplaces but is compounded by disparities experienced across intersectional identities. For example, unequal pay is experienced disproportionately across different regions and at a greater extent within disabled, LGBTQIA+ and ethnically diverse communities.  

  • Pay gaps by gender differ significantly both nationally and regionally. In 2024, the gender pay gap was 7.3% in Northern Ireland compared to 13.6% in England, increasing to 18% in the Southeast of England.
  • Disabled people in the UK face an employment gap of up to 25-30%. Those who do enter the workforce are also faced with a disability pay gap, compounded by the higher costs of living compared to non-disabled people.
  • Only 1 in 8 employers surveyed by the TUC monitor their LGBT pay gap, yet research indicated LGBT workers were paid £6,703 less annually than their heterosexual counterparts.
  • Pay gaps are experienced differently across ethnic groups, with recent ONS Data indicating the greatest ethnicity pay gaps were seen for people of Mixed White and Black Caribbean, Bangladeshi, and Pakistani heritage, who earned 18.5%, 17.5%, and 13.3% less than White British people. Ethnic pay gap discrepancies are only exacerbated by Gender, with women of Bangladeshi, Pakistani, and Mixed White and Black Caribbean heritage see the largest ethnicity pay gaps of 14.7%, 11.8% and 10.6% respectively, compared to White British women.

Access BITC’s Race at work charter and explore the following resources to learn more about capturing ethnicity data and closing the ethnicity pay gap:

References

Related content

Equal Parental Leave

This toolkit, developed by Business in the Community (BITC) and Bain & Co, is designed to support employers’ journey towards gender equality.