普华永道：2025-26年度英国性别薪酬差距报告：弥合薪酬差距：以数据驱动落地行动（英文版）（18页）.pdf

1、 Bridging the gap:Where data meets action Year 9 UK gender pay gap reporting 2025/26 June 2026 2 Bridging the gap:Where data meets action Foreword Over the past decade,gender pay gap reporting in the UK has evolved from a compliance requirement into a more mature and meaningful exercise.Through our

2、work with organisations across this period,we have seen a clear shift in how employers engage with their data moving from disclosure to analysis and action.Progress has been made,but it has been gradual.Leading organisations have long understood that transparency alone is not enough,sustained change

3、 requires deliberate intervention,accountability and a willingness to challenge underlying drivers of inequality.The next phase of reporting signals that this approach is no longer optional but expected.Regulatory developments are now reinforcing this shift.The move toward mandatory action,alongside

4、 the anticipated extension to ethnicity and disability pay gap reporting,is raising expectations on employers to demonstrate impact.At the same time,the EU Pay Transparency Directive is setting a higher bar for organisations with an EU footprint,accelerating the need to understand and address pay di

5、sparities at a structural level.Together,these changes mark a turning point where the focus moves from reporting to results.With the right focus and commitment,this creates an opportunity to translate years of transparency into faster,more meaningful progress.Key gender pay trends in 2025/26 10,861

6、10.7%2.7%Companies disclosed their gender pay gap(compared to 10,701 last year).Median of reported mean pay gaps(compared to 11.2%last year).Reduction in the mean pay gap since 2017(compared to 13.4%in 2017).3 Bridging the gap:Where data meets action Introduction UK gender pay gap reporting is movin