Exploring the Gender Pay Gap in the UK Technology Sector: Challenges and Solutions

The gender pay gap remains a persistent challenge across the UK workforce, but it is particularly pronounced within the technology and engineering sectors. Despite decades of progress in diversity and inclusion, women continue to be underrepresented in high-paying technical roles and senior leadership positions. At Publicis Sapient, we are committed to understanding and addressing these disparities—not only within our own organization but across the broader industry. Here, we take a deep dive into the unique factors influencing the gender pay gap in UK technology, the barriers to progression for women, and the actionable strategies that can accelerate gender equity.

Understanding the Gender Pay Gap in Technology

The gender pay gap is defined as the percentage difference in average hourly earnings between men and women across an organization, regardless of role or level. It is distinct from equal pay, which ensures that men and women are paid the same for equivalent work—a principle enshrined in UK law since 1970. The pay gap instead reflects broader systemic issues, such as the distribution of men and women across different career stages and the underrepresentation of women in senior, high-paying, or specialized technical roles.

In the UK technology sector, the gap is often wider than the national average. Industry data shows that only about a quarter of the technology workforce are women, and within engineering at Publicis Sapient, just 24% of roles are held by women. The majority of these women (81%) are at the senior associate level or below, highlighting a significant drop-off in female representation as roles become more senior and specialized.

Barriers to Progression: Why the Gap Persists

Several factors contribute to the gender pay gap in technology:

Pipeline Challenges: While early career programs have succeeded in attracting more women—Publicis Sapient’s 2022 early careers intake was 60% women—this strong representation at junior levels has not yet translated into balanced representation at senior levels. As a result, the median pay gap is influenced by the fact that the median woman is often in a more junior role than the median man.
Promotion and Progression: Data-driven reviews of promotion rates reveal that women are less likely to apply for promotions and, at certain levels, experience slower progression to leadership positions. This is compounded by lower application rates from women for promotion reviews and a drop in promotion rates at key career stages.
Cultural and Structural Barriers: Women in technology often face challenges such as limited access to mentors, fewer role models in leadership, and workplace cultures that may not fully support flexible working or career breaks. These factors can discourage women from pursuing or remaining in technical roles as their careers advance.
Specialization and Skills: High-paying technical roles often require specialized skills, and women remain underrepresented in these areas. This underrepresentation is both a cause and a consequence of the pay gap, as fewer women in these roles means fewer women progressing to the highest pay quartiles.

Publicis Sapient’s Approach: Data-Driven Action and Inclusive Culture

At Publicis Sapient, we recognize that closing the gender pay gap requires a holistic, data-driven approach. Our Gender Equity Plan, launched in the UK, is built on a foundation of transparency, accountability, and continuous improvement. Key initiatives include:

Targeted Outreach and Recruitment: We have enhanced our outreach to female candidates, ensuring diverse shortlists and gender-neutral job descriptions. Our early careers and returnship programs are designed to attract women at all stages of their careers, including those returning from career breaks.
Promotion and Progression Support: By analyzing promotion data and employee lifecycle trends, we have identified barriers to progression and designed interventions to support women’s advancement. In the most recent period, 53% of promotions at Publicis Sapient were awarded to women, reflecting our commitment to equitable progression.
Mentorship and Sponsorship: Our RISE program provides women with access to leadership sponsors, mentoring opportunities, and targeted skills development. The PS Women’s Developers Group and other business resource groups offer community, visibility, and support for women in technical roles.
Inclusive Policies and Well-Being: We have introduced family-friendly policies, flexible work arrangements, and well-being programs that support all employees, including those balancing work with caregiving responsibilities. Our menopause policy and partnerships for emergency childcare are examples of how we address the unique needs of women in the workplace.
Employee Networks and Taskforces: The PS Balance network and our Gender Taskforce bring together employees of all gender identities to drive cultural change, support professional development, and ensure leadership accountability for gender equity goals.

Best Practices and Industry Leadership

Publicis Sapient’s experience highlights several best practices for tech companies seeking to accelerate gender equity:

Commit to Transparency: Regularly publish gender pay gap data and share progress openly with employees and stakeholders.
Invest in Early Careers and Returnships: Build a strong pipeline of female talent and support career re-entry for those returning from breaks.
Review Promotion Criteria: Ensure that promotion processes are equitable and that women are encouraged and supported to apply for advancement.
Foster Inclusive Culture: Create employee networks, mentorship programs, and safe spaces for dialogue to address barriers and share lived experiences.
Support Work-Life Balance: Offer flexible work arrangements, comprehensive well-being programs, and policies that recognize the diverse needs of employees.
Hold Leadership Accountable: Establish taskforces and set clear targets for gender representation at all levels.

Looking Ahead: Building a More Equitable Future

The journey to gender equity in technology is ongoing and requires sustained commitment from organizations, leaders, and the broader industry. At Publicis Sapient, we approach this work with humility and urgency, recognizing that meaningful change is both a moral imperative and a business necessity. By combining data-driven insights with inclusive practices, we are building a workplace where all talent can thrive—and setting a standard for the industry to follow.

For tech professionals, HR leaders, and industry stakeholders, the path forward is clear: prioritize equity, invest in people, and create the conditions for every individual to reach their full potential. Together, we can close the gender pay gap and unlock the full promise of the UK technology sector.