Driving pay equity in the United Kingdom

Catalyst data show that UK organisations that embed accountability mechanisms for pay equity are more likely to follow through on their inclusion goals and report higher organisational performance.¹ Additional insights suggest that organisations implementing regular pay equity audits and adjusting compensation based on their findings tend to report stronger outcomes — such as higher retention of women.² In fact, our data³ show that UK organisations that publish pay gap data and conduct annual pay audits are nearly six times more likely to report that diversity, equity, and inclusion (DEI) practices boost business performance than those who do not take these steps.⁴ And yet, while regulatory and organisational efforts have increased transparency, with 85% of HR leaders in the UK reporting publishing gender pay gap data annually, pay inequity persists across UK industries⁵ and many organisations are still taking a reactive approach to addressing issues. To close the pay equity gap, enable organisational fairness and sustainable talent strategies, and drive business performance, organisations need to move from reaction to action.

Discover which practices can help organisations drive meaningful progress toward pay equity across UK industries.

How to cite: Penda, V. & Smith, E. (2025). Driving pay equity in the United Kingdom. Catalyst.