The gender pay gap remains a persistent and complex issue within the UK technology sector. While the principle of equal pay for equal work is enshrined in law, the gender pay gap measures the difference in average earnings between men and women across an organization, regardless of role or level. In technology, this gap is often wider than the national average, reflecting deep-rooted systemic challenges. Industry data shows that only about a quarter of the UK technology workforce are women, and within engineering at Publicis Sapient, just 24% of roles are held by women—most of whom are at junior levels. This underrepresentation at senior and specialized technical roles is a primary driver of the pay gap.
Efforts to attract women into technology have seen some success at the entry level. For example, Publicis Sapient’s early careers intake in 2022 was 60% women, and nearly 40% of all new hires in 2023 were women. However, this strong representation at junior levels has not yet translated into balanced representation at senior levels. The result is a median pay gap influenced by the fact that the median woman is often in a more junior role than the median man, as women are more likely to be found in early career stages.
Promotion and progression data reveal that women are less likely to apply for promotions and, at certain levels, experience slower advancement to leadership positions. Lower application rates for promotion reviews and a drop in promotion rates at key career stages contribute to a slower pipeline of women moving into senior and executive roles. Cultural and structural barriers—such as limited access to mentors, fewer role models, and workplace cultures that may not fully support flexible working or career breaks—further hinder progression.
High-paying technical roles, particularly in engineering and data, are disproportionately held by men. At Publicis Sapient, only 24% of engineering roles are held by women, and 81% of these are at the senior associate level or below. This underrepresentation in specialized, high-paying roles both causes and perpetuates the pay gap, as fewer women progress to the highest pay quartiles.
Recognizing the complexity of the gender pay gap, Publicis Sapient has adopted a holistic, data-driven approach to drive meaningful change. This strategy is anchored in transparency, accountability, and continuous improvement, and is reflected in several key initiatives:
A comprehensive Gender Equity Plan was launched, focusing on increasing female representation and probing systemic issues. This plan is informed by detailed analysis of the employee lifecycle, including hiring, staffing, and promotion data. Insights from this analysis have led to targeted interventions, such as enhancing outreach to female candidates, implementing more inclusive staffing practices, and reviewing promotion criteria to ensure equitable opportunities.
A multidisciplinary Gender Taskforce, comprising senior leaders, people team representatives, and data analysts, drives the implementation of the Gender Equity Plan. This group ensures that strategies are informed by real data and lived experiences, and that progress is measured and sustained.
Publicis Sapient’s early careers and returnship programs are designed to attract women at all stages of their careers, including those returning from career breaks. Diverse shortlists, gender-neutral job descriptions, and inclusive hiring practices are standard. In 2023, 60% of junior talent intake was women, and 48% of all promotions were awarded to women—a 7% increase from the previous year.
By analyzing promotion data and employee lifecycle trends, Publicis Sapient has identified barriers to progression and designed interventions to support women’s advancement. In the most recent period, 53% of promotions were awarded to women, reflecting a commitment to equitable progression. Programs like the RISE Women Sponsorship Programme and the PS Women’s Developers Group provide mentorship, sponsorship, and targeted skills development.
Family-friendly policies, flexible work arrangements, and well-being programs support all employees, including those balancing work with caregiving responsibilities. Initiatives such as a menopause policy, emergency childcare, and backup care for adults and elders address the unique needs of women in the workplace.
The PS Balance network and other business resource groups bring together employees of all gender identities to drive cultural change, support professional development, and ensure leadership accountability for gender equity goals. These networks foster a sense of belonging and provide safe spaces for dialogue and support.
Publicis Sapient’s experience highlights several best practices for tech companies seeking to accelerate gender equity:
The journey to gender equity in technology is ongoing and requires sustained commitment from organizations, leaders, and the broader industry. At Publicis Sapient, the approach is both humble and urgent, recognizing that meaningful change is a moral imperative and a business necessity. By combining data-driven insights with inclusive practices, Publicis Sapient is building a workplace where all talent can thrive—and setting a standard for the industry to follow.
For technology professionals, industry analysts, and organizations seeking sector-specific solutions, Publicis Sapient’s data-driven, people-first approach offers a blueprint for closing the gender pay gap and unlocking the full promise of the UK technology sector.