Introduction

Women working full-time in the UK earn about 93p on average for every £1 that men earn, underscoring a persistent gender pay gap. In the tech industry, this pay disparity has historically been even wider. However, the latest figures reveal a narrowing trend in the gender pay gap within the UK tech sector, signaling gradual progress for women in tech.

The gender pay gap in the UK tech industry has been a long-standing issue, reflecting deeper challenges in representation and equality. Recent data indicates that this gap is finally starting to close – albeit slowly. In this post, we’ll explore the latest statistics on tech salary inequality, examine how the gap has narrowed, and discuss what it means for women in tech and diversity efforts. We’ll also highlight industry reactions and actionable steps businesses and individuals can take to help close the gender gap further.

UK Tech’s Gender Pay Gap Is Narrowing, But Still Significant

New reports show that the gender pay gap (UK tech sector) has shrunk to its smallest level on record. As of early 2025, the median pay gap between men and women at major UK tech companies stands at about 17.5% (women earn roughly 82.5p for every £1 men earn). This marks a slight improvement from the previous year’s 17.7%, and a reduction of around 3 percentage points compared to four years ago.

However, despite this progress, the gap remains wide. The tech industry’s pay disparity is still well above the UK average. For context, the median gender pay gap across all industries in the UK is around 8–9%. Even when looking only at full-time workers, the national gap is about 7%. This means the UK tech gender pay gap (17.5%) is roughly double the overall UK average. Clearly, women in tech are still facing a larger wage gap than women in many other fields.

A major factor is the underrepresentation of women in senior and high-paying roles. In the UK tech workforce, women make up only about 26% of employees. At leadership levels the imbalance is even sharper – around 77% of tech director roles are held by men. Fewer women in top positions means fewer women earning top salaries, which heavily skews the median pay calculations and contributes to a broader gap.

The encouraging news is that the gap is narrowing. Mandatory gender pay gap reporting (introduced in 2017 for large UK companies) has shone a spotlight on the issue, and many tech firms have responded with diversity and inclusion initiatives. Still, at the current sluggish pace, experts warn it could take decades to fully eliminate the gender pay gap in the UK. The tech sector cannot afford to wait that long, especially if it wants to attract and retain talent in a competitive industry.

By the Numbers: Inequality in Tech Salaries Persists

Recent analyses of salary disclosures from top tech firms highlight stark examples of tech salary inequality:

• Average Gap – 17.5%: Women earn about one-sixth less than their male counterparts on average.
• Most Companies Have a Gap: The majority of UK tech firms report a gender pay gap higher than the national average.
• High Gaps at Some Firms: Some firms report gaps over 30%, meaning women earn significantly less than men overall.
• Notable Improvements: Some companies have reduced their pay gap significantly through targeted efforts, such as Revolut (down from 31% to 13%) and Gousto (down to 1%).
• Setbacks and Outliers: Some firms have seen gaps widen, such as Bytes Technology, which recorded a 46% gap.

In summary, gender pay disparities in UK tech are gradually shrinking, and a few firms have virtually closed the gap. Yet, most tech employers still have substantial gaps.

Industry Reactions and Initiatives Driving Change

Key responses and initiatives in the tech industry include:

• Commitment from Leadership: CEOs and boards are increasingly taking ownership of the issue.
• Accountability and Transparency: Pay audits and public reporting are helping companies identify and correct disparities.
• Diversity & Inclusion Programs: Many firms are expanding D&I efforts, including mentorships and internal support groups.
• Policy and Cultural Shifts: Support for equal pay laws, transparency, and a culture of inclusiveness are becoming standard.

Why Closing the Gender Pay Gap Matters for Tech

• Unlocking Talent and Innovation: A diverse workforce drives innovation and business growth.
• Employee Morale and Retention: Fair pay boosts employee satisfaction and loyalty.
• Reputation and Compliance: Transparency and equity enhance a company’s public image and avoid regulatory risks.
• Economic Gains: Pay equity strengthens women’s financial power and boosts the broader economy.

Actionable Steps to Close the Gender Gap in Tech

• Conduct Regular Pay Audits to identify and fix disparities.
• Increase Pay Transparency by publishing salary bands and sharing pay structures.
• Promote More Women into Leadership through targeted development and equitable promotions.
• Foster an Inclusive Culture with support systems, family-friendly policies, and zero tolerance for bias.
• Hold Leadership Accountable by setting diversity goals and tracking progress.
• Empower Individuals to ask questions, seek mentorship, and support fair practices.

Conclusion: Sustaining the Momentum Toward Equality

The UK tech industry’s gender pay gap is finally moving in the right direction. However, progress remains slow and uneven. With continued focus, transparency, and proactive steps, tech companies can accelerate the journey toward equity.

The path to pay parity may be long, but with sustained momentum and commitment, the goal of equal pay for equal work in tech is within reach. Let’s keep pushing until the gender pay gap in UK tech is a relic of the past, and a diverse, inclusive tech sector is the new normal.