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Positive Shifts, Persistent Problems: A Five-Year Analysis of Scottish Employer Gender Pay Gap Reporting

Last Updated
23 April 2026
Source
Close the Gap

Resource Tags

Content Types:

Case Study Report

Relevant Driver(s):

2. Developing accountability and transparency 4. Using evidence and experience

Specific Action(s):

1B. Include equality and human rights in People and HR strategies 2C. Collect and use diversity data 2D. Report on progress regularly 4A. Collect and analyse equality data consistently 4C. Share learning and best practice

Implementation Levels:

Advanced
Development

Prior Knowledge Required:

Intermediate

Organisation Size:

Large Medium

Sector:

Education Government Health and social care Local authorities Third Sector

Role:

Analysts Equality/Diversity/Human Rights Specialists HR Professionals Policy Officers/Makers Senior Leaders/Management

PSED Needs:

Advance equality of opportunity Eliminate discrimination

Protected Characteristics:

Sex

Resource content

Close the Gap’s assessment of five years of Scottish employer gender pay gap reporting (2018-2022). Analyses the quality of reporting, the actions employers have taken, and whether reporting is creating meaningful change for women at work. Finds the average pay gap has remained stubbornly at 12%, but also identifies good practice examples of employers making real progress.

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