The government has published a report setting out actions that employers can take to improve outcomes for gender equality at work, both in relation to attracting and recruiting more women and supporting the progression and retention of female staff.
Facts
The report, which was published on 11 August 2025, was produced by the Behavioural Insights Team with funding from the Office for Equality and Opportunity. It covers both:
- Approaches that have been demonstrated to improve outcomes for gender equality - described as "effective actions"
- Actions which may help but need more evidence before they can be widely recommended - described as "promising actions"
While the report focuses primarily on gender equality, its authors note that they have also taken into account research related to other protected characteristics such as race, disability and age.
The report acknowledges that all organisations are different, and recommends that organisations take a data-driven approach when deciding what actions to put in place to address any gender imbalance they may identify. To that end, it lists questions that may help employers to identify the areas that they should focus on, including whether:
- Women are more likely than men to be recruited into lower paid roles
- Particular aspects of pay (e.g. salaries, bonuses) differ by gender
- People get "stuck" at certain levels within the organisation
- Support for employees with caring responsibilities is offered to both men and women
- Men and women leave at different rates
The actions recommended in the report are grouped into four areas. These are: hiring and selection; talent management, learning and development; inclusion and retention; and leadership and accountability. See further details here.
In addition to setting out suggested actions, the report notes that it is important for employers to evaluate the effectiveness of any actions they put in place so that they can understand:
- What is working and why
- Whether an initiative has any unintended consequences (positive or negative)
- Where to direct limited resources to achieve the best results
What does this mean for employers?
This report, which is underpinned by detailed research, provides a helpful resource for employers that are seeking ways to improve gender equality within their organisation. Currently, implementing any such strategies and initiatives is entirely voluntary.
However, the Employment Rights Bill includes a proposal to require employers with 250 or more employees to produce gender equality action plans alongside their gender pay gap report. Action plans will have to set out what the employer is doing to address the gender pay gap. While this requirement is not expected to take effect until 2027, the government has indicated that it will be encouraging voluntary compliance from April 2026. Employers wishing to get ahead in this regard could refer to the recommendations in the report to help them put together an initial action plan.
Report - How to improve gender equality in the workplace: actions for employers
