Men are more than twice as likely as women to believe equal pay has been achieved

New YouGov research reveals a stark divide in how men and women view progress on equal pay. But what does the official data say? 

Equal pay has been protected by law in the UK for more than 50 years, yet there is still little agreement over whether equality in pay has been fully achieved.

YouGov polling reveals a significant perception gap between men and women. Nearly one in three men (32%) believe men and women are now treated equally when it comes to pay, compared with just 14% of women. Meanwhile, four in five women (80%) believe more still needs to be done, compared with fewer than half of men (47%).

The findings suggest that despite increased attention on workplace equality, opinions on how much progress has been made remain deeply divided.

Men and women see equal pay very differently

The YouGov data highlights a significant difference in opinion on workplace gender equality.

While almost a third of men believe equal pay has been achieved, women are more than twice as likely to disagree. In fact, women are significantly more likely than men to say more needs to be done (80% compared with 47%).

This difference may reflect the fact that men and women often experience workplace equality differently, which can shape how they judge progress on issues such as pay and representation.

The divide extends beyond equal pay. Similar differences appear when people are asked about gender balance in the workplace, with 32% of men believing equality has been achieved compared with just 15% of women.

Equal pay and the gender pay gap aren't the same thing

It's important to distinguish between equal pay and the gender pay gap, as they're often confused.

Equal pay means men and women should receive the same pay for carrying out the same work, or work of equal value. This has been a legal requirement in the UK for decades.

The gender pay gap measures something different. It compares the average earnings of men and women across the workforce or within an organisation. Differences in seniority, occupation, working patterns and career breaks can all influence the overall figure, even where equal pay laws are being followed.

Understanding the difference helps explain why some people believe equality has been achieved while others believe further progress is still needed.

What does the data show?

According to the latest UK earnings data, the overall gender pay gap remains at 13.1%. For full-time employees, the gap is 7.1%.

Median annual earnings also continue to differ. Full-time male employees earn a median annual salary of £41,832, compared with £35,670 for women.

These figures don't necessarily indicate unequal pay for the same role. Instead, they reflect wider patterns across the labour market, including occupational segregation, seniority, working hours and career progression.

The official data suggests that while the gender pay gap has narrowed over recent decades, differences in average earnings between men and women remain.

Why do perceptions differ?

There is no single explanation for the gap in opinion.

Some people may view equal pay through the lens of legislation, assuming that because equal pay is protected by law, the issue has largely been resolved.

Others may look beyond legal protections and focus on broader outcomes, such as earnings, promotion opportunities and representation in senior roles.

Personal experience is also likely to shape opinion. Someone working in an organisation with transparent pay structures may reach a different conclusion about whether equal pay has been achieved from someone who has experienced barriers to progression or unequal opportunities.

Whatever the reason, the data shows that men and women often have very different views of how much progress has been made.

What does this mean for employers?

Whether or not employees believe equal pay has been achieved, transparent communication around pay decisions can help employers build trust with employees.

Regular pay reviews, transparent salary structures and consistent approaches to pay can help organisations identify unexplained differences, build trust with employees and demonstrate a genuine commitment to fairness. For larger employers, gender pay gap reporting can also provide valuable insight into broader workforce trends.

While equal pay and the gender pay gap measure different things, both highlight the importance of fair, transparent and evidence-based pay practices.

Conclusion

The latest YouGov research reveals that perceptions of equal pay remain sharply divided. Men are more than twice as likely as women to believe equality has already been achieved, while the majority of women believe further progress is still needed.

Official earnings data shows that the gender pay gap has narrowed over recent decades but has not disappeared. For employers, understanding the difference between equal pay and the gender pay gap is an important first step towards making informed decisions about pay, transparency and workforce planning.

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