In 3000 words, write a paper discussing why there is still a gender pay gap in the UK.

In 3000 words, write a paper discussing why there is still a gender pay gap in the UK.
Answer & Explanation
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The gender pay gap has been a hot topic in the UK and across the world for a number of years. Despite progress being made towards gender equality, the gap between men and women’s earnings remains significant in many industries and sectors. In this paper, we will examine why there is still a gender pay gap in the UK, looking at various factors including societal attitudes, workplace discrimination, and systemic issues.

Societal Attitudes:

One of the main reasons why there is still a gender pay gap in the UK is due to societal attitudes towards gender roles and stereotypes. These attitudes are deeply ingrained in our culture and can be traced back to centuries of patriarchal dominance in society. Even in the modern era, we still see women being held back by these attitudes, with many people believing that women are better suited to certain roles and industries.

These stereotypes can affect women’s career choices, leading them to choose industries that are traditionally female-dominated and typically pay less. For example, women are more likely to work in the care sector, where wages are low and there is little room for career progression. On the other hand, men are more likely to work in h

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Step-by-step explanation
igh-paying industries such as finance and technology.

Workplace Discrimination:

Another factor that contributes to the gender pay gap is workplace discrimination. Despite the fact that discrimination based on gender is illegal, it still occurs in many workplaces across the UK. Discrimination can take many forms, including unequal pay, lower bonuses, and fewer opportunities for career progression.

Women are also more likely to experience discrimination when they return to work after having children. This is often referred to as the “motherhood penalty”. Women who take time out of work to care for their children may find it difficult to return to the same level of pay and status that they had before taking time off. Additionally, employers may be less likely to hire women who are of childbearing age due to the potential cost of maternity leave and the perceived impact it may have on the business.

Systemic Issues:

Finally, there are systemic issues that contribute to the gender pay gap. These issues are often deeply ingrained in the way that society and the economy operate and can be difficult to address. For example, women are more likely to work part-time than men, which can limit their earning potential. This is often due to caring responsibilities, but can also be a result of the lack of flexible working options offered by employers.

Another systemic issue is the lack of women in senior positions in many companies. Women are less likely to be promoted to senior positions, and even when they are, they may face barriers to career progression such as a lack of mentoring and sponsorship. This means that there are fewer women in positions of power and influence, which can perpetuate gender inequality and limit opportunities for women in the workplace.


In conclusion, the gender pay gap in the UK is a complex issue that is influenced by a variety of factors. Societal attitudes towards gender roles and stereotypes, workplace discrimination, and systemic issues all contribute to the gap between men and women’s earnings. Addressing these issues will require a multi-faceted approach, including education and awareness-raising, changes to legislation and policy, and a concerted effort by employers to create more inclusive workplaces. Only by working together can we hope to create a society that truly values gender equality and pays men and women equally for their work.

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