Creating a fairer and more inclusive workplace at the CIPD
Open and transparent reporting on pay gaps is an important step towards creating fairer and more inclusive workplaces. Pay gap data shines a valuable light on the internal and external factors that lead to women and people from ethnic minority groups earning less, on average, than their white, male counterparts.
Employers in Great Britain with a headcount of more than 250 are required by law to publish their gender pay gap information, and the CIPD has done so since 2017. Ethnicity pay reporting is not yet compulsory, but the CIPD supports proposals to make it mandatory and encourages voluntary reporting in the meantime.
Our pay gap reports focus on data from our UK workforce, because that’s where the majority of our employees are currently based. But our commitment to closing the pay gaps – and the actions we’re taking – apply across our global workforce.
Explore the CIPD's detailed analyses of 2025/2026 gender pay gap reporting in the UK and Northern Ireland, updated in May 2026. CIPD members can also download these datasets to benchmark and compare your organisation's performance against national data.
Compare your organisation's workforce breakdown by sex against UK benchmarks, using the CIPD's expert analyses of the UK Annual Population Survey. CIPD members can also download the datasets to use in your internal presentations, discussions, and business cases.
Compare ethnicity breakdowns in your organisation against UK benchmarks, using the CIPD's expert analyses of the UK Annual Population Survey. CIPD members can also download the datasets to use in your internal presentations, discussions, and business cases.
Compare age-related trends in your workforce against UK benchmarks, using the CIPD's expert analyses of the UK Annual Population Survey. CIPD members can also download the datasets to use in your internal presentations, discussions, and business cases.