The gender pay gap has reduced to its lowest level since reporting became mandatory for businesses in 2017. However, women are still being paid just 91p for every £1 a man earns, according to analysis of official government data. Almost four out of five companies and public bodies are still paying men more than women (78.4%) although the median pay gap reduced slightly from the previous year to 9.1% in 2023-2024, the lowest level since mandatory reporting became law in Great Britain in 2018. However, the gender pay gap remains stubbornly higher in the public sector at 14.4% with almost nine-in-10 (87.6%) public sector organisations paying men more than women in comparison to just over three-quarters of private companies. By 3pm on Friday – ahead of the midnight deadline for private companies – a record 10,380 organisations with 250 or more employees had filed data. However, campaigners have called for further action by the government to tackle pay disparities, including the introduction of fines for companies who do not comply with the law. The general secretary of the Trades Union Congress, Paul Nowak, said: “Working women deserve equal pay but the gender pay gap is still a huge issue. At current rates of progress, it will take more than 20 years to bring men and women’s pay into line. That is not right … companies must now be required to implement action plans to close their pay gaps and bosses who don’t comply with the law should be fined. The Equality and Human Rights Commission did not respond to questions on how many relevant companies and bodies had never filed a report despite having a legal obligation to do so but insisted that non-compliance with reporting this data was low, citing only eight known organisations failing to report by the deadline in 2023, and 28 in 2022. A spokesperson added: “There have been no penalties or fines issued to date. It is important to note that the EHRC does not have the power to issue fines directly, which would be issued via a court order.” The construction (22.8%), finance and insurance (21.5%), and education (20%) registered the biggest median pay gaps, according to analysis of the sectors reported by each body. The educational sector’s poor standing is due, in part, to large gaps in Multi-Academy Trusts (MATs); of the worst-performing 100 public bodies with the largest gender pay gap, all but three were academy trusts. Responding to questions on whether the government should intervene on the large and persistent gender pay gaps in MATs a spokesperson for the Department of Education said schools were responsible for their own decisions on employment issues but were expected to give due consideration to their obligations under the Equality Act 2010. The accommodation and food, and health and social work sectors reported some of the lowest gender pay gaps, with women earning 0.5% and 1.5% less than their male colleagues, respectively. Under the Equal Pay Act 1970, it is illegal to pay different amounts to men and women doing the same jobs. Survey data by the Office for National Statistics, published in November 2023 which covers the wider UK population regardless of the size of the company, shows the gender pay gap declining slowly over time to 7.7% in April 2023. The data also demonstrated higher disparities among full-time employees in every English region than in Wales, Scotland or Northern Ireland. A government spokesperson said: “The gender pay gap has been trending downwards since 1997, and the government is committed to ensuring women have equal access to employment, enterprise and investment opportunities.”