In today’s progressive employment landscape, transparency around pay practices is more critical than ever. For small and medium-sized enterprises (SMEs) in the UK, conducting a wage gap analysis is not merely about compliance – it is a strategic step towards fostering equality, enhancing reputation, and attracting top talent.

Understanding Wage Gap Analysis

The wage gap, often referred to in the context of gender wage gap analysis, measures the difference between the average hourly earnings of men and women across an organisation. It does not compare individuals performing the same job (which falls under equal pay legislation) but highlights broader systemic issues such as occupational segregation and unequal career progression opportunities. According to the Office for National Statistics (ONS), the gender pay gap reported among full-time employees in the UK stands at 7.7% as of 2024, reflecting a gradual decline. Notably, this statistic represents differences in median hourly earnings, offering a clear view of structural disparities in the labour market. While large organisations with 250+ employees must report their gender pay gap data, many SMEs choose to voluntarily conduct wage gap analyses to promote fairness and inclusion proactively.

Why Gender Wage Gap Analysis Matters for SMEs

Although SMEs are not mandated to report, performing a gender wage gap analysis provides several critical benefits:

  • Talent Attraction and Retention: Today’s workforce, particularly across every age group, seeks employers committed to equity. A transparent pay structure can serve as a competitive advantage.
  • Enhanced Reputation: Companies that lead in fair pay practices often gain loyalty from both customers and employees.
  • Risk Mitigation: Early identification of pay disparities helps mitigate discrimination claims, which could otherwise be costly.
  • Employee Morale and Engagement: Equitable pay boosts morale and strengthens engagement, leading to higher organisational productivity.

The Chartered Institute of Personnel and Development (CIPD) emphasises that regular pay gap data reviews can significantly strengthen organisational culture and trust.

Steps for Conducting a Wage Gap Analysis

1. Data Collection: Collect detailed information on hourly pay, bonuses, and other forms of remuneration, segmented by gender and age group.

2. Identify Pay Gaps: Calculate the mean and median gaps. Understanding both the mean (average) and median hourly earnings is vital.

3. Analyse Contributing Factors: Consider the fact that men work more full-time jobs while women might work part-time, leading to variances. Examine the influence of occupational segregation, career breaks and flexible work patterns.

4. Develop an Action Plan: Address the gaps through transparent pay policies, mentorship programmes, and flexible work arrangements. Special attention should be given to closing the pay gap for part-time roles.

5. Communicate Findings: Share the results of your gender pay gap estimate internally and externally, underlining a commitment to equity.

6. Monitor Progress: Make time gender pay gap reviews a routine practice to drive ongoing improvement.

The Public Sector and Gender Pay Gap

Lessons can be drawn from the public sector, where gender pay gap-based initiatives have led to greater transparency. Although the gender pay gap varies across industries, public sector bodies typically exhibit a smaller gap, partly due to structured pay scales.

Trends and Challenges in the Gender Pay Gap

Recent data shows that the gender pay gap increased slightly in some sectors, despite overall progress. Several factors, including the greater number of women in lower-paying occupations, contribute to lingering disparities. It is crucial to consider that hourly earnings excluding overtime provide a more accurate picture of systemic inequalities, particularly when analysing roles traditionally dominated by one gender. Additionally, examining differences in job women predominantly occupy versus those traditionally held by men highlights why a percentage points analysis is critical to understanding and solving the gap.

Voluntary Reporting: A Strategic Advantage

Although SMEs may not have a legal obligation, voluntary reporting and a commitment to gender pay gap analysis signals leadership and proactive strategies future-proof workforce sustainability. Even businesses below the 250-employee threshold are encouraged to mirror larger organisations’ practices, creating a culture of transparency and inclusion.

Final Thoughts

Addressing the gender pay gap is more than a compliance measure- it is a strategic imperative for SMEs committed to sustainable, inclusive growth. By conducting regular gender wage gap analysis and acting on findings, organisations not only protect their reputation but also actively contribute to a fairer working world.

Whether you’re looking to kickstart your wage gap analysis, make sense of your findings, or implement a powerful strategy to close the gap, our expert HR consultants are here to help. Partner with the MAD-HR team to elevate your employer brand, future-proof your workforce, and build a more inclusive, high-performing organisation. Get in touch today and let’s close the gap together.