How one company slashed its gender pay gap by 15% (and how you can too

Despite growing awareness and legislation many organisations still struggle to close the gender (or any) pay gap. But real progress is possible—with the right strategies.  

In this case study podcast episode, I share how one of my clients in the real estate sector reduced its pay gap by nearly 15% in just three years through intentional, measurable actions. Here’s what worked for them—and how you can apply these lessons:  

The key strategies that brought this change were:

🔹 Sponsorship over mentorship – Senior leaders actively sponsored high-potential women, providing visibility, advocacy, and stretch opportunities—accelerating individuals advancement.  
🔹 Parental leave for all– By revising policies to support both parents equally, the company reduced biases against women and fostered a culture where men felt their careers were safe if they also took parental leave.  
🔹Transparency + Accountability – Publicly tracking progress and setting clear goals built trust and kept leadership committed to results.  

Real change happens when policies align with the company’s values, and actions back them up.  

My take on why most pay gap efforts fail

Most companies focus on superficial fixes (like one-off training) without addressing systemic barriers. This organisation succeeded because they:  

✅ Targeted root causes (e.g., access to advancement, unconscious bias in promotions).  
✅ Measured outcomes—not just intentions.  
✅ Embedded equity into operations (not just HR policies).  

Want the full breakdown?
🎧 Listen to the episode for the step-by-step playbook: How one client reduced their pay gap by 14.9% in three years

Ready to address your pay gap and make a meaningful impact?
If your organisation is struggling with equity—whether in pay, promotions, or retention—let’s discuss a tailored plan. **Book a free call** to audit your gaps and build a roadmap backed by data.  

Schedule a call here. 

Progress isn’t about goodwill; it’s about actionable systems. 

(P.S. Share this with a leader who’s ready to move beyond “awareness” to results.)*