{"id":6159,"date":"2024-04-29T17:30:51","date_gmt":"2024-04-29T17:30:51","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=6159"},"modified":"2026-04-27T12:40:18","modified_gmt":"2026-04-27T12:40:18","slug":"5-ways-to-close-the-gender-pay-gap","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/pay-equity\/5-ways-to-close-the-gender-pay-gap\/","title":{"rendered":"5 ways to close the gender pay gap"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"\">by <strong>Brightmine<\/strong><\/p>\n<\/div>\n\n\n\n<p class=\"\">HR leaders want to know how to close the gender pay gap. Why? Because time and time again, research has shown that improving pay equity improves not only talent management and employer brands, but also and financial outcomes. Still, progress on closing the gap has been slow. According to the&nbsp;<a href=\"https:\/\/www.ons.gov.uk\/employmentandlabourmarket\/peopleinwork\/earningsandworkinghours\/bulletins\/genderpaygapintheuk\/2023\">ONS Annual Survey of Hours and Earnings<\/a>, the average gender pay gap in the UK was 14.3% in 2023.<\/p>\n\n\n\n<p class=\"\">The causes of gender pay gaps are multiple and varied. Though paying men and women differently for the same or equivalent work\u2014an illegal practice\u2014still happens, there are several other more impactful factors that contribute to the gender pay gap. According to the <a href=\"https:\/\/www.ilo.org\/publications\/understanding-gender-pay-gap\" target=\"_blank\" rel=\"noreferrer noopener\">International Labour Organisation<\/a>, these include:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Representation gaps in leadership. <\/li>\n\n\n\n<li class=\"\">Parenting responsibilities tending to fall more on working mothers, which leads to more part-time work or time out of the workforce.<\/li>\n\n\n\n<li class=\"\">Feminized jobs that are undervalued and tend to pay less.<\/li>\n\n\n\n<li class=\"\">Education in certain disciplines associated with higher paying jobs (i.e., STEM). <\/li>\n<\/ul>\n\n\n\n<p class=\"\">To make sustainable progress in reducing the gap, employers must consider these factors and how to influence them. In this guide, we set out five ways to do this.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"review-policies-and-documents\">1. Review policies and documents<\/h2>\n\n\n\n<p class=\"has-primary-purple-color has-text-color has-link-color has-medium-font-size wp-elements-d2908fd38c41f244dbb7810ad1ed5231\">Review policies and documents related to pay to ensure that they are fair, objective and transparent.<\/p>\n\n\n\n<p class=\"\">Policies and documents related to pay, such as the organisation&#8217;s reward policy and reward philosophy, can have a significant impact on the organisation&#8217;s pay gap by influencing not only pay practices, but also perceptions.<\/p>\n\n\n\n<p class=\"\">A reward policy describes the organisation&#8217;s practices related to employee pay and benefits. This includes setting initial pay, how pay rises are calculated and other pay-related processes. A reward philosophy describes the organisation&#8217;s approach to pay and benefits, in addition to its market position relative to other employers.<\/p>\n\n\n\n<p class=\"\">Employers should regularly review the scope, content and implementation of these and other pay-related documents to check that they account for legislative changes and are fair, objective and transparent. <\/p>\n\n\n\n<p class=\"\">When reviewing policies, consider the following:<\/p>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a35945ca wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading has-medium-font-size\">Call out pay equity<\/h3>\n\n\n\n<p class=\"\">Organisations that regularly review policies to ensure they align with the organisation&#8217;s approach equity are more likely to see gains in key performance areas. To promote improvements in equity and make progress on closing the pay gap, consider formalising your organisation&#8217;s commitment to equity in the reward policy, philosophy and other related documents. <\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Include all stakeholders<\/h3>\n\n\n\n<p class=\"\">A particularly effective way of making sure that policies are inclusive and take account of the different needs of employees in the organisation is to involve people from throughout the organisation in policy review and development. Note that providing the opportunity to contribute to policy development in a confidential way is likely to encourage more open and meaningful feedback.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Remove biased language<\/h3>\n\n\n\n<p class=\"\">Ensure that the language and terminology used in these documents are gender neutral. Some terms can imply gender bias, and their use risks undermining an employer\u2019s efforts to <a href=\"https:\/\/www.brightmine.com\/uk\/resources\/strategies-to-advance-gender-equality-at-work\/\">advance gender equity<\/a>. <\/p>\n\n\n\n<p class=\"\">While some terms are obvious (&#8220;his and hers&#8221;), other gendered language may be harder to spot, such as words like &#8220;assertive&#8221;, &#8220;leadership,&#8221; &#8220;dynamic&#8221; or &#8220;caring.&#8221; To help catch words like these, consider an inclusive language tool like Trinka or UInclude.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Align policies with practice<\/h3>\n\n\n\n<p class=\"\">Policies that are neutral and objective can still result in gender bias if they aren&#8217;t applied correctly. This can result in gender inequalities in recruitment, promotion or retention, all of which can contribute to widening your pay gap. <\/p>\n\n\n\n<p class=\"\">Because managers play a significant role in applying workplace policies, ensure that they understand how to apply policies and procedures in a fair and nondiscriminatory way. Additionally, when making decisions on pay and reward, keep a record of the data sources used in the decision-making process. This will help ensure that pay practices align with company policies. <\/p>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"practice-pay-transparency\">2. Practice pay transparency<\/h2>\n\n\n\n<p class=\"has-primary-purple-color has-text-color has-link-color has-medium-font-size wp-elements-482814e266ed3fa79a7f818689465453\">Promote pay transparency wherever possible with current and future employees<\/p>\n\n\n\n<p class=\"\">Providing salary information in job adverts is a proven method of ensuring that pay practices are fair and free from gender bias. <\/p>\n\n\n\n<p class=\"\">In fact an analysis by Brightmine, formerly XpertHR, found that where an employer is transparent over salary in job adverts, they&#8217;re more likely to have a lower gender pay gap. The same applies to the gender bonus gap. Our analysis also found that the proportion of females occupying top roles was highest in organisations that reported all job adverts contained salary information.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"limit-managerial-discretion\">3. Limit managerial discretion<\/h2>\n\n\n\n<p class=\"has-primary-purple-color has-text-color has-link-color has-medium-font-size wp-elements-f1d3a96f5c54061c76367368244e7dcc\">Limit managerial discretion over pay, and where it exists, ensure pay decisions are reviewed independently<\/p>\n\n\n\n<p class=\"\"><a href=\"https:\/\/www.frontiersin.org\/journals\/psychology\/articles\/10.3389\/fpsyg.2022.1034712\/full\">Research<\/a> from the University of Florida and Emory University found that managers continue to hold both express and implicit gender biases, which increases the likelihood of biased decision-making. Biased decisions related to an employees&#8217; performance, promotional opportunities, and development will contribute to gender wage gaps over time. <\/p>\n\n\n\n<p class=\"\">To prevent biased decision-making, limit managerial discretion in decisions that impact employee pay either directly or indirectly. In cases where some level of discretion is necessary, put checks in place to review decisions independently. Two important decisions of this nature include starting pay and performance reviews. <\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Starting pay<\/h3>\n\n\n\n<p class=\"\">Starting pay has a significant impact on pay inequity and pay gaps within the organisation. This is because every time an employer fills a vacancy, it needs to make decisions about what pay and benefits it will offer to the successful job applicant. <\/p>\n\n\n\n<p class=\"\">To reduce the likelihood of pay inequities and pay gaps in starting pay, it&#8217;s important to always confirm that the job is correctly benchmarked against internal comparators. This can be done through a job evaluation exercise. <\/p>\n\n\n\n<p class=\"\">A job evaluation exercise is the process of assessing the content of a job by reference to its core components, such as skill, effort and responsibility, to place jobs in order of hierarchy. It establishes a basis for all stakeholders (including management, employees and trade unions) to agree on the relative value of jobs to form the basis of career structures within the organisation and to establish a fair pay system.<\/p>\n\n\n\n<p class=\"\">A job evaluation is the most reliable way for employers to identify where women and men are doing work of equal value, for equal pay purposes. And, it provides an independent review of starting pay decisions.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Performance reviews<\/h3>\n\n\n\n<p class=\"\">Another decision that contributes to pay gaps is the performance review. Performance reviews generally lead to incremental pay increases (also known as merit pay), and they&#8217;re also used to determine whether an employee should receive a promotion or qualify for development opportunities. They&#8217;re also referred to when an employee would like to transfer within the organisation. <\/p>\n\n\n\n<p class=\"\">Unfortunately, performance reviews are often fraught with managerial bias, and there&#8217;s a level of unavoidable discretion. But there are strategies to increase objectivity, such as: <\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Training managers and anyone else involved in performance on avoiding bias.<\/li>\n\n\n\n<li class=\"\">Using evaluation rubrics.<\/li>\n\n\n\n<li class=\"\">Including review prompts for managers that limit discretion (e.g., prompts that require managers to highlight a specified number of employee strengths).<\/li>\n\n\n\n<li class=\"\">Including a second level review of all performance reviews.<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-group has-primary-white-color has-secondary-light-gray-background-color has-text-color has-background has-link-color wp-elements-5c0163e8d2f743566ebfb2a0e00fe8c6 has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"border-top-right-radius:25px;border-bottom-right-radius:25px;border-left-color:var(--wp--preset--color--secondry-orange);border-left-width:5px\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-9c22b1e3 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-top:0px;padding-right:var(--wp--preset--spacing--30);padding-bottom:0px;padding-left:var(--wp--preset--spacing--30)\">\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<figure class=\"wp-block-image size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"56\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/10\/30094005\/brightmine_logo_full_color_reverse_products_pay.webp\" alt=\"Brightmine Pay Equity Analytics logo\" class=\"wp-image-9583\" style=\"width:200px\"\/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Deliver your pay gap report in minutes not days<\/h2>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button has-custom-font-size\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/content.brightmine.com\/gpg?cmpid=ILC|PAE|HRCOM|2024|GPG_LP|Website&amp;sfid=701J5000000LW1q\" style=\"border-radius:25px\" target=\"_blank\" rel=\"noreferrer noopener\">See a demo<\/a><\/div>\n<\/div>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer lnrs-hide-block-on-mobile\"><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image alignright size-full is-resized has-custom-border lnrs-hide-block-on-mobile\"><img loading=\"lazy\" decoding=\"async\" width=\"431\" height=\"258\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/10\/30095108\/pay-equity-analytics-demo.webp\" alt=\"2 colleagues looking at a tablet\" class=\"wp-image-9599\" style=\"border-top-right-radius:25px;border-bottom-right-radius:25px;object-fit:cover;width:431px;height:260px\" srcset=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/10\/30095108\/pay-equity-analytics-demo.webp 431w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/10\/30095108\/pay-equity-analytics-demo-300x180.webp 300w\" sizes=\"auto, (max-width: 431px) 100vw, 431px\" \/><\/figure>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"monitor-decisions-over-time\">4. Monitor decisions over time<\/h2>\n\n\n\n<p class=\"has-primary-purple-color has-text-color has-link-color has-medium-font-size wp-elements-03f20ef1bf01eb215ea034f3ec5dacc1\">Monitor the impact of decisions that may influence pay trends or patterns along gendered lines<\/p>\n\n\n\n<p class=\"\">Over time, decisions influencing pay that initially seem objective may begin to show trends or patterns along gendered lines. This includes performance-related pay increases, promotions, development opportunities and other factors that can ultimately contribute to a pay gap. Monitoring these decisions over time can help you evaluate whether your policies and practices are reducing or contributing to the pay gap.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Yearly reviews<\/h3>\n\n\n\n<p class=\"\">To monitor trends, review the distribution of assessments and payments across each grade or job level after each annual round of performance assessments. Where there is bias towards or against a particular group of employees, this should be investigated. In addition to reviewing how these assessments are distributed by gender, review other employee characteristics, such as employee ethnicity or disability status.<\/p>\n\n\n\n<p class=\"\">It&#8217;s common for part-time workers to benefit less from performance-related pay schemes, so pay particular attention to this group of workers and others on non-standard working patterns.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Monitor development opportunities<\/h3>\n\n\n\n<p class=\"\">Similarly, it&#8217;s important to monitor selection for development opportunities by gender. Creating an environment in which all employees are encouraged to develop and realise their goals will help close the pay gap by promoting equity and improving the balance of representation in leadership and other historically gendered job roles. <\/p>\n\n\n\n<p class=\"\">Touchpoints that impact on employees\u2019 ability to progress in the organisation include:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Learning opportunities.<\/li>\n\n\n\n<li class=\"\">Mentoring schemes.<\/li>\n\n\n\n<li class=\"\">Promotion opportunities.<\/li>\n\n\n\n<li class=\"\">Knowledge, skills and competency development.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"conduct-pay-equity-audits\">5. Conduct pay equity audits<\/h2>\n\n\n\n<p class=\"has-primary-purple-color has-text-color has-link-color has-medium-font-size wp-elements-c033556ea21e91e6c141ce041dbe6600\">Conduct pay equity audits to proactively identify and correct disparities<\/p>\n\n\n\n<p class=\"\">While employers are under no obligation to carry out an pay equity audit, they do have a responsibility to ensure that employees receive equal pay for equal work. The most effective way to be confident of this is to carry out an audit.<\/p>\n\n\n\n<p class=\"\">A pay equity audit is a structured risk assessment tool that enables you to:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Identify where men and women are doing equal work and compare their pay.<\/li>\n\n\n\n<li class=\"\">Identify and explain the reasons for any pay differences.<\/li>\n\n\n\n<li class=\"\">Eliminate any pay differences that are either directly or indirectly discriminatory.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Pay equity audits also provide you with the information you need to make targeted adjustments that will ensure compliance with the law and help close the gap. If you have <a href=\"https:\/\/www.brightmine.com\/uk\/products\/pay-equity-analytics\/\">advanced pay equity software<\/a>, you can also measure pay gaps across multiple demographics.<\/p>\n\n\n\n<p class=\"\">Though pay equity audits can be extremely effective, when done incorrectly, they can lead to inaccurate results, low morale and even lawsuits if identified inequalities are not addressed. If you&#8217;re conducting your first pay equity audit, take time to make thorough preparations. This includes the following: <\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Acquiring the right data.<\/li>\n\n\n\n<li class=\"\">Setting objectives.<\/li>\n\n\n\n<li class=\"\">Gaining buy-in from stakeholders.<\/li>\n\n\n\n<li class=\"\">Acquiring a pay gap software solution.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Accounting for intersectionality<\/h2>\n\n\n\n<p class=\"\">In addition to implementing the strategies above, leaders need to account for one more factor: intersectionality. That is, the compounding discrimination people face when they hold multiple identities. When it comes to pay, data consistently shows that intersectionality plays a role in widening pay gaps, as women who are also black or latina face larger pay gaps than white women. <\/p>\n\n\n\n<p class=\"\">To account for intersectionality, you&#8217;ll need visibility over not only gender, but also other employee demographics that impact pay. It will also help to ensure that the pay equity strategy aligns with the greater diversity, equity and inclusion (DEI) strategy, and that DEI stakeholders are kept in the loop on pay equity initiatives.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Conclusion<\/h2>\n\n\n\n<p class=\"\">Clearly, the answer to how to close the gender pay gap is not simple. It requires a holistic approach that includes implementing fair pay policies, promoting pay transparency, monitoring decisions and more. Still, by addressing these issues collectively, organisations can strive towards achieving equal opportunities, economic empowerment for all genders, and business success.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#review-policies-and-documents\">Review policies and documents<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#practice-pay-transparency\">Practice pay transparency<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#limit-managerial-discretion\">Limit managerial discretion<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#monitor-decisions-over-time\">Monitor decisions over time<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#conduct-pay-equity-audits\">Conduct pay equity audits<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"\">With Brightmine, you can build powerful people strategies, implement best practices and set your organisation up for a brighter future.<\/p>\n\n\n\n<p class=\"\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4b7a3f7f wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-ade679d93ac3bd370890b86e1ba73ed8 wp-block-brightmine-resources-filter has-text-color has-primary-black-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/pay-and-labour-market-update-june-2026\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/04\/14121847\/two-female-colleagues-talking-behind-female-on-laptop.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Webinars<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/pay-and-labour-market-update-june-2026\/\">Pay and labour market update, June 2026<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">After a year of relative stability in pay awards, employers are once again facing a shifting landscape. Global &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/pay-equity\/gender-pay-gap-report-2025\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/04\/14134311\/hr-team-casually-talking-in-open-office.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Whitepapers<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/pay-equity\/gender-pay-gap-report-2025\/\">Latest data on gender pay gap shows it still favours men<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Stay compliant and informed with our 2025 Gender Pay Gap Report, delivering expert insight into UK pay equity &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/hidden-barrier-to-womens-progression\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/02\/19171705\/Two-women-having-a-conversation.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Commentary and Insights<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/hidden-barrier-to-womens-progression\/\">Over mentored but under sponsored: A hidden barrier to women&#8217;s progression<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Mentorship and sponsorship are often conflated, but they play very different roles in career progression. While mentoring supports &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading\" style=\"font-size:clamp(17.905px, 1.119rem + ((1vw - 3.2px) * 1.383), 28px);\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-658170e2 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-full is-resized has-custom-border is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"128\" height=\"128\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/03\/12085308\/Brightmine_Favicon_128px.png\" alt=\"\" class=\"wp-image-313\" style=\"border-radius:25px;object-fit:cover;width:100px;height:100px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\"><strong>Brightmine<\/strong><\/p>\n\n\n\n<p class=\"\">With more than 10,000 customers, Brightmine is a leading global provider of people data, analytics and insight \u2013 empowering HR leaders to deliver brighter business outcomes.<\/p>\n\n\n\n<p class=\"\">For more than two decades, Brightmine, formerly XpertHR, has continued to help HR leaders confidently navigate the evolving world of work through our unique combination of critical workforce data, AI-enabled technology and trusted HR expertise.<\/p>\n\n\n\n<p class=\"\">Brightmine is a division of LexisNexis Data Services within RELX\u00ae, a global provider of information-based analytics and decision tools. RELX serves customers in 180+ countries with 35,000+ employees. Ticker: London: REL; Amsterdam: REN; New York: RELX.<\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-ad14550bb07010b79fc22eb0ca4e129e\">Follow Brightmine on <a href=\"https:\/\/www.linkedin.com\/company\/brightmine\/\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-bbb7e64f wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Close pay gaps in your organisation<\/h2>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button has-custom-font-size\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);\"><a class=\"wp-block-button__link has-secondary-blue-background-color has-background wp-element-button\" href=\"\/uk\/quote\/?intcmp=bottom|cta-single|light|banner|quote|request-a-quote\" style=\"border-radius:100px\">Get a quote<\/a><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Closing the gender pay gap supports various key performance indicators, including talent management and organisational performance. Learn how to close the gap with these five strategies.<\/p>\n","protected":false},"author":24,"featured_media":6412,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[8],"tags":[],"topic":[27,25],"class_list":["post-6159","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-blogs","topic-dei","topic-pay-equity"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>5 ways to close the gender pay gap | Brightmine<\/title>\n<meta name=\"description\" content=\"Learn how to close the gender pay gap with five strategies that influence the biggest gap contributors at work.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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