Gender Equity: The North Star for Business
The Fragile Future of Progress
Progressive CEOs know their most valuable asset is talent. Gender equity should be the north star, because progress is not just good for women, it’s good business. But with every new dataset, one thing is clear: gains are fragile.
The pay gap starts on day one
A recent Financial Times analysis revealed that the gender pay gap begins at graduation. Five years after leaving university, male graduates are already out-earning female graduates by more than 14% even when holding the same degree. This early inequity compounds over time, setting women back before their careers have properly begun..
PwC’s Women in Work Index adds another layer: the UK’s gender pay gap is widening again, driven by the persistent “motherhood penalty.” High childcare costs and workplace structures mean women often reduce hours or step back, leading to lower pay, slower progression, and gaps in pensions and health outcomes. PwC estimates that eliminating this penalty could boost UK GDP by £125 billion, proof that equity is not only morally right but economically essential.
Still too few at the top
The FTSE Women Leaders Review helps explain why pay gaps persist. While board representation has improved, women remain underrepresented in the highest-paid executive roles. Progress at the very top is still too slow and that lack of senior female leadership keeps pay gaps entrenched.
Warning from the U.S.: “Bro IPO Summer”
Here’s a reality check from the U.S.: a recent analysis as reported in The Times, of 60 IPO‑bound companies dubbed this summer “Bro IPO Summer” 88% had one or no women on their boards; 93% had zero or one woman in executive roles. This isn’t just a U.S. story it’s a warning. These firms will help shape the future economy. If equity isn’t built in now, leadership will look disturbingly familiar tomorrow.
The WiW GEM Report 2025
Last year, we launched the first WiW100 Gender Equity Measure (GEM) Report, evaluating 400 of the UK’s largest companies across three pillars:
Board representation
Pay gaps
Parental policy transparency
We celebrated the WiW100 those meeting all three benchmarks with coverage from Sky News Business to The Telegraph.
This October 2025, in partnership with LinkedIn, we launched the second WiW GEM Report. We revealed:
Which companies made the WiW100 and who tops the list
Whether progress is accelerating—or stalling
And, using LinkedIn’s UK workforce data, the key predictors of better female representation
We’re not calling out. We’re calling in spotlighting what works, so others can follow.
Why this matters
The gender pay gap starts on Day One. It widens with the motherhood penalty. It’s entrenched by lack of women at the top and it risks backsliding, as The Times warns, in the very businesses defining our future.
But progress is possible. Trailblazers like Octopus Energy show us what’s achievable: balanced leadership, equitable pay, and transparent policies. GEM’s role is to spotlight them and spark action.