This real estate company had a high gender pay gap, higher than both the national average and the sector average. They knew this was because of a combination of factors including, having only women on their team and opaque pay decision practices which led to pay and bonus imbalances. There were no more vacancies within the senior team coming up so they could not ‘hire their way out of this problem.’

To understand the stories and lived experiences behind the pay gap, we set out on a discovery mission. We gathered holistic data on how the organisation functions from the point of recruitment right up to the point of exit and everything in between. This allowed us to see the organisation as a whole and pinpoint the ‘pay gap trigger points’ that were embedded in the organisation. From this we co-created a 3 year pay strategy to address the root causes of this organisation's gender pay gap and wider inclusion issues.

Over three years the organisation pay gap has closed by 14.9%

8% increase in female directors within a 12 month period

Improved experience of parents returning to work after maternity/shared parental leave

Developed and implemented transparent career progression paths for employees

Boost to brand reputation internally and externally within the sector.

Parents felt more supported in returning to work and this has improved career loyalty to the organisation.

Visibility of career progression paths has empowered more women to upskill themselves for potential promotions.