Bridging the Gender Pay Gap in Tech: The Role of Recruitment and How Businesses Can Drive Change

The gender pay gap remains a persistent issue in the tech industry. Despite significant progress in diversity and inclusion, women continue to earn less than their male counterparts, with some reports estimating a gap of up to 16% in certain tech roles. This gap is not just a matter of fairness—it affects overall business performance, employee satisfaction, and industry innovation.

As a leading tech recruitment partner, Reqiva recognises both the responsibility and the opportunity to drive meaningful change. Bridging the gender pay gap requires a multi-faceted approach involving businesses, recruiters, and the wider industry. Here’s what companies can do to make a tangible impact.

Understanding the Root Causes

The gender pay gap is not just about unequal pay for the same work. It is also influenced by broader structural and cultural factors, including:

• Fewer women in high-paying technical and leadership roles.
• Unconscious bias in hiring and promotions.
• Disparities in salary negotiations.
• Career interruptions, often due to caregiving responsibilities.
• A lack of transparency in pay structures.

Strategies for Businesses to Close the Gender Pay Gap

Addressing the gender pay gap requires more than just awareness—it demands deliberate action from businesses. While no single solution will eliminate disparities overnight, companies that commit to transparent pay structures, equitable hiring practices, and inclusive workplace policies can make a lasting impact. Below are practical strategies that organisations can implement to create a fairer and more diverse workforce.

1. Commit to Pay Transparency

One of the most effective ways to reduce the gender pay gap is to implement clear, transparent salary structures. Companies should conduct regular pay audits to identify discrepancies and take corrective action. Being open about salary bands in job descriptions promotes fairness and encourages candidates to negotiate from an informed position.

2. Standardise Compensation and Benefits

Many pay gaps arise from ad hoc salary negotiations rather than structured pay scales. By implementing standardised compensation frameworks, businesses can ensure that employees are paid equitably based on skills, experience, and role requirements rather than personal bargaining power.

3. Address Unconscious Bias in Hiring and Promotions

Recruitment and promotion decisions can often be influenced by unconscious bias, leading to disparities in hiring and salary offers. Companies can mitigate this by:

• Using structured interviews with predefined evaluation criteria.
• Ensuring diverse hiring panels to provide multiple perspectives.
• Implementing anonymised CV screening to focus purely on skills and experience.
• Providing unconscious bias training for hiring managers and senior leaders.

4. Promote Women into Leadership Positions

A significant factor contributing to the gender pay gap is the lack of women in senior and high-paying roles. Companies should actively support the career progression of women by:

• Implementing mentorship and sponsorship programs.
• Offering leadership training targeted at female professionals.
• Establishing clear and objective promotion pathways to ensure equal opportunities for advancement.

5. Offer Flexible and Inclusive Workplace Policies

Workplace flexibility is a key factor in retaining top female talent. Providing options like remote work, job-sharing, and parental leave policies that apply equally to all genders can help level the playing field and reduce the career penalties often faced by women who take on caregiving responsibilities.

6. Work with Recruiters Who Prioritise Diversity

As a tech recruitment specialist, Reqiva is committed to promoting fair hiring practices. We work closely with clients to ensure gender-neutral job descriptions, advocate for balanced shortlists, and provide market insights to help businesses build diverse and equitable teams.

The Impact of Bridging the Gender Pay Gap

Companies that take proactive steps to address the gender pay gap benefit in several ways:

• Increased Innovation – Diverse teams bring varied perspectives, leading to more creative problem-solving and innovation.
• Higher Employee Satisfaction – Fair pay and equal opportunities contribute to stronger engagement and lower turnover rates.
• Stronger Employer Brand – Companies known for equitable practices attract top talent and maintain a competitive edge in hiring.

Closing the Gap: A Collective Effort

The gender pay gap in tech won’t disappear overnight, but by taking proactive steps, businesses can drive meaningful progress. At Reqiva, we are dedicated to supporting our clients in fostering equitable workplaces that attract, retain, and fairly compensate talent—regardless of gender.

If you’re looking to refine your hiring strategy to support diversity and inclusion, get in touch with our team today. Together, we can help shape a more equitable future in tech.