As of 2023, the UK gender pay gap stands at 14.3%. 

This means the following in real terms:

• If you are a woman you effectively work unpaid for about 52 days each year compared to men (nearly two months). (Office for National Statistics)
• And if you are a woman in your 50s you will do even worse as you will work 72 days without pay. A gap of nearly 20% with men’s earnings. (TUC)
• If you are a Black woman you will then earn only 74p for every £1 earned by the average man.
• If you are a Pakistani woman you will earn just 69p for every £1 earned by a man. Any average man. (The Guardian)
• If you are a disabled woman your gap extends to 35% compared to men's wages.

And this is from last year. Not 20 years ago.

At its best, for full-time working women in 2023, the pay gap was "just" 7.7% - meaning women earn about 92p for every £1 earned by men. (Office for National Statistics)

Why does this gap persist? And is actually apparently getting worse? And is it good enough? No. 

If you're following my work with WCorp, a global initiative for workplace equality, you may know that we're embarking on a movement to transform workplace policies for the better: improving women's rights, addressing the population crisis, and unlocking the $12 trillion economic opportunity that is gender equality (McKinsey).

We need to evolve our work structures to pay women what they deserve. We must support women through various life stages—pregnancy, childcare, menopause, and elderly parent caregiving. 

The current system, based on an outdated male-centric approach, is failing to retain women in the workforce in ever increasing numbers.

The clock is ticking. Every day we delay, we risk losing more talented women from the workforce. What role will you play in closing the gender pay gap?

Visit wcorporation.org to learn how your organisation can join this crucial movement and be at the forefront of this necessary change.