To continue this investigation, my next steps would be to collate bespoke data from a range of businesses. This would allow me to analyse the specifics of each organisation, including efforts over time to reduce the gender pay gap and resulting trends from this. I would also explore the pay quartiles and provide an in-depth

The original objectives of my investigation were to investigate the gender pay gap in Scotland vs UK over five years, specifically focusing on SMEs compared to large companies. Additionally, the investigation also sought to find any specific areas of industry with “biases in the recruitment, training and promotion of staff” (Delivering for Scotland, 2021) leading

The investigation can be summarised as follows: SMEs do not have a significantly lower gender pay gap compared to other employer sizes. Part-time employees are less affected by the gender pay gap in comparison to their full-time counterparts. The private and non-profit sectors tend to have lower gender pay gaps compared to the public sector.

Overview The overview analysis shows that for employers in the UK with less than 250 employees, the gender pay gap does not seem to fluctuate in significant difference from 2017 to 2021. This is also the case for employers with a size of 250 to 499, 500 to 999 and 1000 to 4999 employees. Employers