Our UK gender pay gap report 2024
A look behind the CIPD’s gender pay gap data and our long-term commitment to closing the gap
A look behind the CIPD’s gender pay gap data and our long-term commitment to closing the gap
As an employer of more than 250 people, we are required by UK law to publish our gender pay gap information, both on the Government’s Gender Pay Gap Service and on our own website.
Our latest report covers the 2024–25 reporting cycle, using a snapshot date of 5 April 2024. We have published our report in December 2024 (ahead of the reporting deadline of 4 April 2025), to coincide with the publication of our annual report and accounts for the year ending 30 June 2024.
Our purpose is to champion better work and working lives. We do this by challenging systemic and structural workplace inequalities, in all their forms, within our own organisation and through the research, guidance and resources we offer to our community of people professionals.
One of the ways we do this is by reporting our gender and ethnicity pay gap data. And when doing so, we choose to go behind the headline figures to help us understand how our culture and actions can help us close the gap.
Reporting annually is an important way to track how recruitment, reward, and progression decisions impact the achievement of a diverse, inclusive workforce. We’re committed to fostering inclusion, equity and equality within the CIPD, and we want to understand how our culture and actions help us do this. We also want to lead by example and support other employers to champion good work and fair pay.
The gender pay gap is calculated by taking all employees across an organisation and comparing the average pay between men and women. Even though we have clear, externally benchmarked salary ranges in place for all jobs - to ensure that everyone is paid fairly for undertaking the same or a similar role - it’s still possible to have a gender pay gap.
This year our median gender pay gap narrowed by 3.9 percentage points to 8.0%. Our mean gender pay gap narrowed by 3.6 percentage points to 9.2%.
We see fluctuations in our median pay gap, month by month and year by year, because we are a medium-sized organisation with a predominantly female workforce. Small changes in our employee profile have a significant impact.This year, for example, if two men on above-median salary left the CIPD, our median gender pay gap would narrow to 6.6%. If two men on a lower salary left, this would widen our median gender pay gap to 10.6%.
Closing the gender pay gap is not a quick and easy fix. It requires a meaningful, consistent and sustained shift in cultural norms. We maintain our focus on opportunity, inclusion and fairness and our report shows the important actions we are taking – in the areas of recruitment and retention, pay transparency, flexible working and parental leave – to drive much needed change.
A look behind the CIPD’s ethnicity pay differences and our long-term commitment to closing the gaps
We’re growing – in reach, impact and influence. We’ve got more members than ever before and we remain steadfast in our commitment to making work work for everyone – for individuals, organisations, communities and wider society
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