A look behind the CIPD’s gender pay gap data and our long-term commitment to closing the gap
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.
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
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