As the conversation around gender equality in the workplace continues to evolve, this year’s UK Women Professionals in the Workplace Study examines the progress—and persistent challenges—women face in their careers. Ahead of International Women’s Day, HiBob’s fourth annual report highlights a stark disconnect between men’s perceptions of equality and women’s lived experiences in the UK workplace to reveal an uncomfortable truth: despite years of progress, true workplace equality remains out of reach for women. 

This year’s findings indicate men are largely convinced that the workplace is now a level playing field, while women’s lived experiences tell a different story. 

Government figures show that women in the UK still earn 7% less than men—yet many male employees believe that pay equity has already been achieved. The illusion of fairness extends beyond salaries to promotion opportunities and workplace culture, where men and women report fundamentally different realities. Salary transparency policies vary widely between employers, and while many men consider workplace harassment a problem of the past, women continue to encounter it in troubling numbers.

Real barriers to women’s progress go beyond pay gaps and misconduct. Work-life balance also remains a battleground, with women bearing the brunt of inflexible structures that stifle ambition. Career progression remains an uphill struggle, not just due to explicit discrimination but also subtle biases and structural roadblocks that shape professional trajectories long before the promotion stage.

The evidence is clear: left unaddressed, gender disparities will not resolve themselves. Only with deliberate, company-led initiatives can organisations dismantle the barriers that still hold women back, ensuring that talent—not gender—determines success in the modern workplace.

Key Findings

• Men misjudge workplace pay and promotion discrepancies  
• Women continue to face harassment despite men deeming problem ‘solved’   
• Barriers to progress go beyond pay and harassment  
• Gender Pay Gap a Career-Long Disadvantage

1. Men misjudge workplace pay and promotion discrepancies  

Despite official data showing that women in full-time roles earn 7% less than men, many male employees believe the workplace has already achieved gender equality. HiBob’s latest UK Women Professionals in the Workplace Study reveals a stark gap between perception and reality—76% of men believe their company pays employees equally for the same role, and 70% think promotions are awarded purely on performance​. However, the lived experiences of women tell a different story.

The numbers reveal a clear pattern of disparity. In 2024, over a quarter (26%) of women did not receive a promotion, pay raise, or benefits increase, compared to just 20% of men. Meanwhile, 70% of men received a pay raise, 26% saw an increase in benefits, and 25% were promoted, all at rates 6% higher than their female colleagues​. This is not just an issue of perception—it is an ongoing inequality that continues to shape career trajectories.

One of the most striking findings from the study is the gender gap in salary transparency. While 66% of men say their employer has full salary transparency, only 51% of women report the same. This suggests that either men have greater access to pay information or that they are simply less aware of hidden pay gaps​. For women, this lack of transparency creates an uneven playing field, where negotiations and promotions may be based on incomplete or unequal information.

For organizations to close the gap between perception and reality, they need to go beyond surface-level equality policies and implement meaningful change. Greater salary transparency is essential—employees must have equal access to pay data to ensure fair negotiations. Companies must also establish clear, objective promotion criteria to counter unconscious bias in career progression. Finally, supporting work-life balance initiatives—through policies like flexible working, mentorship programs, and equitable parental leave—can help level the playing field and ensure women are not held back by outdated workplace structures.

The data makes one thing clear: while many men believe workplace equality has been achieved, women continue to face real, measurable disparities in pay, promotions, and career progression. This is not just about changing perceptions—it is about addressing structural barriers that continue to disadvantage women in the workplace. To build truly inclusive and fair workplaces, companies must acknowledge these discrepancies and take bold, proactive steps to bridge the gap.

2. Women continue to face harassment despite men deeming problem ‘solved’  

While conversations around workplace equality often focus on pay and promotion disparities, another pressing issue persists—harassment and workplace culture. HiBob’s latest UK Women Professionals in the Workplace Study highlights a disconnect between how men and women perceive workplace harassment, with men largely considering it a problem of the past, while women’s experiences tell a different story.

Despite efforts to create safer work environments, one in four women (24%) report having been made to feel uncomfortable or less qualified at work because of their gender​. This is not a minor issue—it directly impacts women’s confidence, career progression, and overall workplace experience. Yet, the severity of the problem often goes unnoticed by their male colleagues.

More alarmingly, two in five women (40%) have experienced some form of workplace harassment in the past five years​. This includes bullying or intimidation (8%) and unwelcome sexual comments or advances (7%)​. These figures suggest that, while companies may claim to be fostering inclusive environments, many women still face inappropriate behavior, discrimination, and a lack of protections in their daily professional lives.

In contrast, men’s perceptions of workplace safety paint a vastly different picture. Three-quarters (73%) of men believe their workplace is ‘supportive’ in addressing harassment, with 41% describing it as ‘very supportive and proactive’​. These figures reveal a troubling gap between perception and reality—men believe companies are actively tackling the issue, while many women continue to experience harassment, discrimination, and exclusion.

Perhaps even more concerning, 16% of women describe their employer’s approach to harassment as ‘unclear,’ ‘unsupportive,’ or even ‘actively discouraging’ reporting​. This suggests that, despite company policies and training programs, many workplaces are still failing to create a culture where women feel safe and empowered to report misconduct. The fear of retaliation, lack of accountability, or skepticism about whether complaints will be taken seriously remains a significant barrier.

This disconnect between men’s perceptions and women’s lived experiences points to  the urgent need for businesses to take bolder, more proactive steps in tackling workplace harassment. Companies must go beyond compliance and policy creation—they must actively build an environment where reporting is encouraged, support is visible, and real consequences exist for inappropriate behavior. Until then, the belief that workplace harassment is a ‘solved’ issue will remain a dangerous illusion, leaving too many women vulnerable and unheard.

3. Barriers to progress go beyond pay and harassment  

While much of the conversation around workplace inequality focuses on pay gaps and harassment, the reality is that these are just the surface of a much deeper issue. Women face structural barriers that go beyond salaries and misconduct, preventing them from advancing in their careers at the same rate as men.  This year’s UK Women Professionals in the Workplace Study reveals that the most significant obstacles are work-life balance challenges (49%), gender stereotyping in leadership and technical roles (36%), and maternal career penalties (34%)​. These barriers not only slow individual career growth but also contribute to long-term inequality in leadership representation and earnings.

One of the most persistent challenges women report is maintaining a sustainable work-life balance, which remains a greater concern for them than for their male colleagues. Nearly half of women cite this as a key issue in career progression, with many struggling to balance professional responsibilities with unpaid caregiving duties at home​. 16% of women expect their work-life balance to worsen in the coming year, due to pressures such as increasing job demands, cost-of-living concerns, and inflexible company policies​. Although hybrid work has helped many women better manage household and professional responsibilities, 27% say remote or hybrid arrangements actually blur the boundaries between work and home life, adding stress rather than alleviating it​.

Perhaps one of the most damaging setbacks women face is the maternal career penalty, with 34% identifying it as a key challenge​. Women who take maternity leave or opt for flexible working arrangements often find themselves sidelined for promotions, reinforcing the outdated belief that caregiving and career progression are mutually exclusive. This discrepancy is reflected in the differences between men’s and women’s perceptions of promotion fairness. While 70% of men believe promotions are awarded based on performance, only 51% of women share that confidence, suggesting that women experience fewer opportunities for career advancement, regardless of merit​.

Beyond logistical challenges, bias and outdated stereotypes continue to shape career progression, particularly for women in technical fields and leadership roles. More than a third of women (36%) report that gender stereotyping is a major barrier to their career advancement, compared to a much smaller percentage of men who perceive this as an issue​. 

Despite ongoing discussions around gender equity in leadership, one in three employees work in companies where fewer than 25% of senior roles are held by women, highlighting slow progress toward achieving true workplace inclusion​. Without targeted mentorship, promotion transparency, and stronger initiatives to challenge workplace stereotypes, women will continue to struggle to access leadership opportunities.

This gap in career mobility is further reflected in how men and women view workplace presence and promotion opportunities. Men are more likely to say they go into the office to increase their visibility with leadership (28%), whereas women cite in-person collaboration and team connections as their main motivation (36%)​. This difference suggests that women may not be as aware of, or included in, promotion-related visibility discussions, further limiting their ability to progress.

Tackling these barriers requires a more strategic and committed approach to workplace equality. Companies must move beyond simply addressing pay gaps and workplace misconduct to dismantling deeply rooted structural obstacles that disproportionately affect women’s career progression. Flexible work policies must be accompanied by clear promotion pathways, ensuring that hybrid or remote workers do not become invisible when leadership opportunities arise. Bias training and mentorship programs should target the stereotypes that continue to hinder women in technical and leadership roles. Companies also need to actively track gender representation in leadership and promotions to ensure a truly level playing field.

4. Women Earn Less, Get Promoted Less, and Leave for Fairer Opportunities

Despite ongoing discussions around workplace equality, the gender pay gap remains deeply entrenched.  We know from the findings of the UK Women Professionals in the Workplace Study that women continue to receive fewer pay increases and promotions than their male counterparts, reinforcing long-standing disparities in career progression and financial recognition. In fact 29.5% of women identified systemic pay inequity across different career stages, reinforcing the reality that gender disparities are not just about starting salaries but about long-term career progression and earning potential​.

In 2024, 70% of men received a pay increase, compared to only 63.85% of women, and 25% of men were promoted, while just 19.45% of women saw similar career advancements​​. These figures highlight the persistent challenge women face in achieving financial parity and accessing leadership opportunities, even when performing at comparable levels to their male colleagues.

While men and women are both considering career moves, their motivations differ. 14.26% of men plan to leave their jobs in 2025, compared to 13.95% of women, but the underlying reasons tell a compelling story​​. Women are more likely to leave due to limited career progression, whereas men cite higher pay and job security concerns as their primary drivers for change.

When asked what would convince them to switch employers, 66.6% of men stated a higher salary, slightly more than the 65.62% of women who said the same​​. However, women placed greater emphasis on flexibility, with 47.35% willing to move for flexible hours, compared to 44.4% of men. Additionally, women were more likely to prioritize company culture and leadership representation, with 12.57% stating that visible women in leadership roles would influence their decision—a factor that carried significantly less weight for men.

These findings underscore the systemic challenges that continue to shape women’s career trajectories. While salary remains a key driver for job changes across genders, women are increasingly seeking flexibility, inclusive leadership, and fair career advancement opportunities—a reflection of the barriers they continue to face in the workplace. Without meaningful change in pay transparency, promotion practices, and leadership representation, the gender pay gap will persist, limiting women’s long-term earning potential and professional growth.

Conclusion

The business case for change is clear. Inclusive workplaces are proven to drive innovation, improve employee satisfaction, and boost retention. By championing gender equity, organisations not only advance social justice but also position themselves as leaders in attracting and retaining top talent in a competitive marketplace.

To create truly equitable workplaces, companies must prioritize comprehensive and inclusive policies that address the systemic barriers women face.  Expanding mentorship programs and ensuring equal access to leadership opportunities are vital steps. Similarly, investing in targeted upskilling, particularly in technology and automation, can empower women to thrive in evolving industries. 

Equity also requires cultural transformation. Many women report feeling undervalued or uncomfortable due to their gender, underscoring the need for workplaces to foster inclusion and eliminate biases in performance evaluations. Implementing transparent pay and promotion structures, along with family-friendly benefits like extended parental leave and re-entry programs, can help alleviate the unique challenges women face, such as caregiving responsibilities.

These disparities outline  the need for stronger accountability, better reporting systems, and cultural shifts toward prevention. To close the gap, companies must go beyond policy updates and take real action by ensuring pay transparency, implementing clear promotion pathways, supporting flexible work without career penalties, strengthening harassment prevention, and expanding mentorship and leadership opportunities for women. 

Addressing these structural barriers requires more than surface-level commitments—it demands intentional, data-driven strategies to create truly inclusive and equitable workplaces where women can thrive. Organisations that take bold steps now will not only bridge the gender gap but also strengthen their businesses by creating diverse, high-performing teams.