Guidance

Eight ways to understand your organisation's gender pay gap

Key questions for employers to ask that will help you to identify different potential causes of your gender pay gap.


Published 17 April 2020

Last updated 17 April 2020 - see all updates

From: Government Equalities Office


Do people get ‘stuck’ at certain levels within your organisation?

The quartile breakdowns required under GPG reporting show the proportion of women and men at different pay levels. This approach allows different organisations to be compared. However, it does not take into account your particular organisational structure.


An example showing gender imbalance by the proportion of women in each quarter

Top quarter (highest paid)

34% of the top quarter (highest paid) are women 66% of the top quarter (highest paid) are men

Upper middle quarter

45% of the upper middle quarter are women 55% of the upper middle quarter are men

Bottom middle quarter

55% of the bottom middle quarter are women 45% of the bottom middle quarter are men

Lower quarter (lowest paid)

50% of the lower quarter (lowest paid) are women 50% of the lower quarter (lowest paid) are men


Examine gender balance by your seniority structure

You should examine the gender balance in your organisation using your own seniority structure, and ideally also your job types and departments.


Example of gender imbalance by seniority structure

Gender imbalance by seniority structure Lower level 50% women Bottom middle level 55% women Upper middle level 45% women Top level 34% women


Published 17 April 2020

Last updated 17 April 2020

17 April 2020
First published.