equal pacE United Kingdom
  • equal pacE United Kingdom
  • equal pacE Suomi
  • equal pacE France
  • equal pacE Polska
  • equal pacE Vlaams-België en Nederland

Co-funded by the PROGRESS Programme of the European Union

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Please don't hesitate to contact us if you have any questions, comments or messages.

Please note that we can reply only to requests in English!

Phone: +49 (0) 30 27877-133

Questions or comments?

Please don't hesitate to contact us if you have any questions, comments or messages.

Please note that we can reply only to requests in English!

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equal pacE for the United Kingdom

The equal pacE web tool for the United Kingdom

The equal pacE web tool is specifically configured for online use in the United Kingdom. It is designed primarily to identify the impact of education, tenure, (potential) work experience, the complexity of a workplace's tasks and the management level of an employee's position on the gender pay gap. The flexibility of the equal pacE web tool ensures that companies in both the private and the public sector can benefit from using it, whether or not they are covered by collective bargaining agreements. Since the tool provides numerous gender-related figures, it increases the internal transparency of a company's pay structures, and can also be used to enrich firms' reporting systems.

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equal pacE: an overview

© Fotolia.com

equal pacE stands for "web tool based equal gender pay analysis for a competitive Europe". The project aims to provide and promote a web tool that enables companies to voluntarily analyse their pay structures to detect a potential gender pay gap and its causes. On this website you will find a version specifically adjusted for online use in the United Kingdom offered free of charge.

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About the gender pay gap in the United Kingdom

Female employees in the United Kingdom were paid on average 19.7% less than males in 2013 (Eurostat database). What are the reasons behind this number? The picture is complex because many factors affect the gender pay gap in different ways. Besides the employment situation, it is especially important to take the structural determinants into account.

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