It’s 2026, Let’s Finally Close the Gender Gap

When we hear the term “gender gap”, it’s easy to assume it only refers to money, especially when you’ve probably read headlines like “Women earn 90p for every £1 earned by men.”

But what does it actually mean?

The gender gap issue isn’t just about how much women are paid in comparison to their male counterparts; it’s about where they’re represented (or not) and how they’re treated in the workplace.

In this blog, we explore the gender gap, other forms of disparities women face at work, and what steps we can take to create a more inclusive workforce.

What’s the Difference Between “Gender Gap” and “Gender Pay Gap”?

First, let’s clarify the difference between “gender gap” and “gender pay gap”.

At its core, the expression “gender gap” brings awareness to the disparities between men and women in the workplace. While this includes the issue of unequal pay, it goes beyond that.

To put it simply: the gender gap is the big picture. It’s about who gets promoted, who holds leadership roles, who is heard and respected in meetings, and who feels safe, supported, and empowered at work. The gender pay gap, on the other hand, is one aspect of that larger inequality.

Although it’s illegal in the UK to pay men and women differently for the same job under the Equal Pay Act, pay equity still hasn’t been achieved. That’s because pay disparity doesn’t come from someone being deliberately underpaid; it’s the result of layered, invisible barriers that accumulate over time.

Where Does the Gender Pay Gap Come From?

There was a time when women didn’t really participate much in the workforce beyond domestic roles. It wasn’t until the First World War that this began to shift in a meaningful way. Between 1914 and 1918, more than a million women joined the workforce to fill the gap left by the men who were sent to war.

Since then, women have had to fight for every step forward, pushing back against outdated gender roles, breaking into male-dominated industries, and proving time and again that they belong. While progress has been undeniable, the journey is far from over. In 2024, for example, over one million women were working in STEM occupations but still only accounted for 29% of the STEM workforce.

Because of a long history of inequality, many women feel less confident negotiating salary or advocating for higher pay, especially in male-dominated industries like tech and engineering. Moreover, when salaries are set based on previous experience or seniority, women are at a disadvantage simply because they often face additional scrutiny to prove their expertise.

These are subtle but persistent disadvantages that compound over time, making it harder for women to earn equal pay for equal work.

What Other Gaps Women Face at Work?

Let’s talk opportunity. A huge part of the gender gap is about access. Even when women enter the workforce in similar numbers to men, they’re often sidelined when it comes to leadership; the “glass ceiling” may sound like a cliché, but it’s a lived reality for many.

According to the World Economic Forum’s Global Gender Gap Report 2025, women make up 41.2% of the global workforce but only occupy 28.8% of leadership positions. In short, women earn less than men because they are underrepresented in senior, high-paying positions.

Then there’s motherhood. While their male counterparts continue to advance in their careers, women who take time off to have children frequently experience a halt in their growth. On the other hand, men usually receive double the praise for half the effort when it comes to childcare – or lack thereof. Is he making work a priority? Then he’s providing for his family! Was he late for a meeting because he had to drop the kids off at school? He’s an admirable husband and father.

The Impact of Gender Stereotypes at Work

This brings us to societal gender expectations. From an early age, women are often conditioned to be agreeable, nurturing, and collaborative. Great traits, but they can be penalised in workplaces that reward assertiveness, individualism, and dominance — traits more often associated with men.

A collaborative woman may be seen as lacking ambition. A nurturing manager might be dismissed as “too soft” to make tough decisions. Meanwhile, when women do behave assertively to counter this, they risk being seen as “difficult”, “bossy”, or “unlikable”.

It’s a lose-lose paradox that many women navigate daily: lean into gender norms and risk invisibility, or challenge them and face backlash. All of this adds up to a workplace where women must work harder to be seen, heard, and taken seriously.

Sexism Isn’t Always Loud

When we think about sexism in the workplace, we often imagine something overt like a sexist joke, an inappropriate comment, or a clear act of discrimination. However, sexism at work is more often subtle and systemic. It hides behind smiles, so-called “friendly advice” and compliments that quietly reinforce the idea that men lead while women support.

To tackle workplace inequality, it’s important to recognise the different types of sexism and how they show up day to day:

• Hostile sexism: This is the most recognisable form of sexism, and it includes openly negative attitudes toward women. Think exclusion, derogatory remarks, or outright harassment. It’s important to note that hostile sexism isn’t limited to abuse or aggression; it can also appear as the belief that women are naturally less competent leaders or that housework and childcare are “women’s work”.
• Benevolent sexism: This one includes behaviour that seems positive on the surface but reinforces harmful gender stereotypes through implied inferiority, like framing women as fragile, pure, innocent, or overly complimenting a woman’s appearance. Framing women as needing protection subtly implies that they’re not suited for leadership or high-stakes decision-making.
• Ambivalent sexism: This is a mix of hostile and benevolent sexism. It’s characterised by praising women for being nurturing, feminine, soft-spoken, or "ladylike" while shaming them for “unladylike” behaviour. For example, telling a woman she should “smile more”, or labelling her as “difficult” for speaking assertively, while praising a man for the same behaviour as “confident” or “passionate”.

Understanding these patterns is the first step towards addressing them. These different expressions of sexism may seem small in isolation, but collectively they hold women back and keep workplace gender inequality firmly in place.

How Sexism Shows Up in Work Interactions

At work, sexism is frequently expressed through gender microaggressions. These are subtle, sometimes unintentional comments or behaviours that reinforce harmful gender stereotypes.

These everyday moments might seem small, but over time, they shape how women are perceived and treated. Here are some examples of microaggressions women encounter in the workplace:

• Mansplaining: When a man explains something to a woman in a condescending or redundant way, especially about something she already knows.
• Pet names: Being called “love”, “sweetheart”, or diminutives that infantilise women and undermine their professionalism.
• Double standards: A woman who is assertive might be labelled “aggressive”, while a man with the same behaviour is praised as “confident” or “driven”.
• Idea theft: When a woman’s idea is ignored until a man repeats it and suddenly it’s well received.
• Mistaken seniority: When women are assumed to be more junior than they are, or when people instinctively look to the nearest man in the room, regardless of who’s actually in charge.

Each of these may seem small in isolation. But together, they send a message about who is valued, who is listened to, and who is expected to lead.

To close the gender gap, we can’t just address the big-picture policies — we need to shift the everyday culture too. That starts with recognising the impact of our everyday actions and actively creating a workplace culture where everyone is treated with equal respect and credibility.

Strategies for Closing the Gender Gap

Bridging the gender gap at work isn’t just a matter of good intentions. While awareness is important, real progress depends on the structures, behaviours, and systems that shape day-to-day experiences.

That’s where leadership comes in. Business leaders play a pivotal role in creating workplaces that are truly inclusive, not just in policy, but in practice. This means making intentional choices about culture, accountability, and representation at every level.

Steps to Reduce Gender Inequality in the Workplace:

• Establish a zero-tolerance policy: Employees need to know how and where to report sexism, bias, or microaggressions and to trust that their concerns will be taken seriously. A clear reporting process and visible accountability are essential to ensure victims don’t stay silent.
• Track and publish pay data: In the UK, companies with over 250 employees must report their gender pay gap. But why stop there? Share progress internally, too. Transparency builds trust.
• Ensure representation at every level: Ensure women are not only present in the workplace but meaningfully included in decision-making roles and monitor promotion pathways to address any structural inequalities. It matters.
• Train leaders on safeguarding and bias awareness: Inclusive leadership doesn’t happen by accident. Consider offering training on how to recognise gender microaggressions, and how to respond constructively when bias occurs. Educated leaders set the tone for the entire organisation; when they model respectful, equitable behaviour, it signals to everyone that they should do the same.

Closing the Gender Gap is an "All of Us" Job

Closing the gender gap at work is about creating equal opportunities for everyone, regardless of gender. True gender equality in the workplace means dismantling barriers, challenging bias, and ensuring fair treatment at every level of an organisation.

Talking about inclusion is a start, but real progress comes from action. Bias doesn’t disappear with awareness alone; it fades when we consistently make equitable decisions and hold each other accountable. The gender gap didn’t appear overnight, and it won’t vanish without effort. It’s an “all of us” job.

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