By Karen Corry, Senior HR Consultant
Women’s Equality Day on 26 August presents a powerful moment to press for closing the workplace gender gap in Northern Ireland. It offers more than symbolic celebration; it is an urgent reminder of persistent inequalities and a catalyst for concrete change.
Despite notable improvements, the gender pay gap endures in Northern Ireland. In 2024, women earned 7.3 per cent less than men, still markedly lower than the UK average of around 14 per cent. While this positions Northern Ireland as having the lowest gender pay gap across UK regions, it nonetheless reflects deep-rooted disparities, especially as the pay gap widens with age: women aged 60 and over earned some 15 per cent less than men in that age group in 2023, pointing to a “motherhood penalty” and declining earnings over time.
Women are also more likely to be in part‑time or flexible employment: over 60 per cent of women employees held flexible roles in 2023, compared to fewer than half of men, and they reported lower involvement in decision‑making, less line management support and fewer career progression opportunities by around five to six percentage points. Economic inactivity remains stubbornly high: in 2023, nearly 30 per cent of working‑aged women were economically inactive compared to just over 20 per cent of men, frequently due to caregiving responsibilities and the lack of affordable childcare.
However, Northern Ireland retains the lowest female unemployment rate among UK regions (around 1.6 per cent) and the lowest gender pay gap, albeit it is still confronted with the lowest female labour force participation rate at 71.8 per cent.
On Women’s Equality Day, businesses and policymakers ought to seize this narrative moment to commit to the next phase of action. First, while gender pay gap reporting is not currently mandatory in Northern Ireland, future legislation is expected. In anticipation, employers should lead the way by voluntarily publishing both data and detailed action plans to close gaps and promote parity, with clear targets and timelines. Gender pay gap reporting is expected to apply to private and voluntary sector employers with 250 or more staff.
Equally vital is transforming care infrastructure. Northern Ireland lags behind the rest of the UK on childcare availability and affordability. Unless the cost and provision of childcare are tackled decisively, women will remain disproportionately sidelined through pre‑school years and beyond.
There is also a corporate leadership dimension: embedding women in decision‑making at all levels shifts cultures from tokenism to inclusion. Research indicates organisations where HR is responsible for pay gap reporting typically show smaller disparities, reflecting the strategic co‑ownership of equality across leadership teams.
This year’s Women’s Equality Day should not simply be a nod to progress but a challenge and a call to action in Northern Ireland. With the gap finally narrowing but still persistent, the time is ripe to elevate equality into policy and workplace practice.
This article first appeared in the Irish News on 26th August 2025.
To discuss any aspect, please contact Karen Corry Senior HR Consultant E: karencorry@bakertillymm.co.uk T: 028 9032 3466