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Gender discrimination remains a clear issue in many UK workplaces. In 2025, it continues to affect who gets promoted, who gets paid fairly, and who reaches leadership roles. While some progress has been made, the most senior jobs in many sectors still go to men more often than women. This post looks at current evidence and asks if the glass ceiling is thicker now than ever before.
Pay gaps still show inequality
One of the simplest ways to measure workplace inequality is through pay data. Many companies now publish gender pay gap reports. These reports show how much men and women earn per hour, on average, and whether bonuses are shared fairly.
In March 2025, Newton Investment Management reported the widest pay gap among 22 UK investment firms. Women there earn 36% less than men on average. This number is based on median hourly pay, which gives a clearer picture of overall earnings than just looking at top-level salaries.
You can read more about this on Financial News.
When pay gaps are large, they point to deeper problems. These may include:
- Fewer women being promoted to senior jobs
- Men getting more access to high-paying roles or bonuses
- Bias in performance reviews or promotion decisions
These are not always clear in job adverts or company policies. But they become obvious when you look at how pay is divided across an organisation.
Leadership roles remain out of reach for many women
The number of women on company boards has increased. In fact, in early 2025, women held almost 45% of board seats in FTSE 100 firms. This is a clear step forward. But it is only part of the picture.
At CEO level, the number of women has dropped. In 2024, there were 20 women CEOs in the FTSE 100. In 2025, that figure is down to 19. This suggests that progress at board level is not yet matched by progress in executive roles.
Board seats often go to people from outside the company. CEO roles usually go to internal candidates. If fewer women are being promoted from within, it points to structural barriers inside the company.
These findings were shared in a February 2025 article in The Guardian.
Bias still affects workplace culture
Many women report facing different treatment to men at work. This includes being overlooked for key projects, judged more harshly, or passed over for promotions. These forms of discrimination are harder to measure than pay gaps but are just as damaging.
In early 2025, a survey of women in the built environment sector found:
- 60% of women felt imposter syndrome
- 51% had experienced bias or discrimination
- 43% felt they had to work harder than men
The survey was shared by Cratus, who collected views from women in planning, development, and infrastructure roles.
These feelings are not just about personal confidence. They are often based on real experiences of unequal treatment. When women feel unwelcome or unsupported at work, they are more likely to leave their industry or avoid applying for senior roles.
Discrimination can take many forms
Sex discrimination is not always open or obvious. It can be built into how decisions are made or how people are treated day to day. Examples include:
- Men being chosen for stretch roles or leadership training
- Women being left out of key meetings or conversations
- Stereotypes about parenting or working part-time
- Different standards in feedback or performance reviews
These actions create a culture where men rise more easily through the ranks. Even when women do reach senior levels, they may feel more pressure, less support, or fewer chances to progress further.
You can learn more about the legal definition of sex discrimination on our Sex Discrimination page.
What the law says
Under UK law, it is illegal to treat someone unfairly because of their sex. The Equality Act 2010 protects both men and women from discrimination at work. This includes hiring, promotion, training, pay, and dismissal.
However, having the law in place is not always enough. Many women do not report unfair treatment. Some worry about the impact on their career. Others think they will not be believed or that nothing will change.
This is where legal advice can help. A solicitor can explain your rights, assess your situation, and support you if you choose to take action.
If you would like to speak with someone about your case, you can Contact Us directly.
What employers should be doing
To improve gender equality, companies need to act. It is not enough to publish pay gap data or set up a policy. Real change comes from reviewing how people are hired, trained, promoted, and supported.
Good steps include:
- Reviewing pay and promotion processes for bias
- Ensuring interview panels are diverse
- Supporting flexible working without penalty
- Offering training to managers on fair decision-making
- Providing mentorship and leadership support for women
These steps help build fairer workplaces. They also reduce the risk of legal complaints, high turnover, and bad publicity.
Media and public pressure are growing
In 2025, more companies are being held to account in public. Campaigns on social media, news stories, and industry reports are shining a light on poor practices. Firms that ignore gender bias may lose trust, face boycotts, or find it harder to attract skilled staff.
This pressure is likely to grow. Investors, regulators, and job seekers now expect companies to show how they treat their people. Discrimination is no longer seen as a personal issue. It is a reputational and legal risk.
What to do if you face discrimination
If you believe you have been treated unfairly due to your sex, start by writing down what happened. Keep copies of emails, messages, or records. Note who was involved and when it took place.
Then speak with a trusted adviser. This may be someone in HR, a union rep, or a solicitor. Early advice can make it easier to decide what to do next. In some cases, problems can be solved inside the company. In others, legal action may be needed.
We support people at all stages of this process. If you want to know more about our work and who we are, visit our About Us page.
Need Advice? Talk to Nationwide Employment Lawyers
The evidence shows that progress is real but uneven. More women are sitting on boards, but fewer are becoming CEOs. Pay gaps remain wide. Bias still shapes day-to-day experiences. For women aiming at senior roles, the ceiling is still there. In some places, it feels even harder to break.
To move forward, both individuals and employers must act. Legal support plays a key part in this. If you are concerned about your treatment at work, get in touch. Clear advice can help protect your rights and guide your next steps.
