Research Reveals Which UK Towns Have the Largest Gender Pay Gaps

Why It Matters

The findings reveal that gender pay inequality is not just a national average but a concrete, locality‑specific challenge that can affect talent attraction, retention, and community prosperity. Employers must address these gaps to meet regulatory expectations and improve equity.

Key Takeaways

• Bracknell gap 26.5%, £14k annual difference.
• 88% of large towns show pay gap; 55% exceed 7%.
• High‑pay towns still face gaps up to 10.7%.
• Women earn 73p per £1 earned by men in Bracknell.
• Employers urged to audit pay, adopt flexible, unbiased policies.

Pulse Analysis

The Office for National Statistics’ latest gender‑pay data, dissected by Ciphr, shows that disparities are deeply rooted in local labour markets, not merely a headline figure. While the UK’s overall gap sits at 6.9 %, more than eight in ten sizable towns register a gap, and over half exceed the 7 % threshold. This granular view highlights that regional economies—especially those anchored by technology, aerospace, and defence—experience amplified differentials, suggesting that industry composition and local hiring practices heavily influence outcomes.

Bracknell, Farnborough and Portsmouth lead the rankings, with gaps of 26.5 %, 25.2 % and 22.1 % respectively. The tech‑heavy cluster in Bracknell and the aerospace hub in Farnborough illustrate how high‑skill, high‑pay sectors can still perpetuate sizable pay inequities, often reflecting entrenched salary structures and limited female representation in senior roles. Even cities that boast the highest absolute wages for women, such as London, Reading and Cambridge, retain gaps ranging from 5 % to 16.8 %, indicating that higher pay does not automatically translate into parity.

For employers, the data serves as a call to action. Regular equal‑pay audits, transparent salary bands, and unbiased recruitment processes are essential to narrowing gaps. Flexible working and parental‑leave policies can also mitigate structural disadvantages that disproportionately affect women. HR technology providers like Ciphr are positioned to deliver real‑time analytics, enabling firms to monitor disparities, benchmark against peers, and implement evidence‑based interventions. As public scrutiny intensifies, proactive pay equity strategies will become a competitive differentiator and a regulatory imperative.