GFT gender pay gap
The gender pay gap challenge – 2025/2026
Addressing the gender pay gap remains a complex issue influenced by a range of social, structural, and industry-specific factors. Key contributors include:
1. Gender imbalance in high-paying sectors
Many well-paid industries, including tech and financial services - such as those GFT operates in -continue to be male-dominated, particularly in technical and specialist roles.
2. Underrepresentation in senior leadership
Despite progress, men still hold a disproportionate number of senior and executive-level roles across most industries. Structural barriers, unconscious bias, and historical inequities continue to slow the advancement of women into top positions.
3. Unequal career progression opportunities
While entry-level gender parity is improving, research has shown women maybe still less likely to advance at the same pace as men and this may be due to unequal access to mentorship, sponsorship, and stretch opportunities.
4. Gendered role distribution
Women typically remain overrepresented in support, administrative, and coordination roles.
5. Part-time and flexible work patterns
A higher proportion of women continue to take on part-time or flexible roles with commensurate earnings which will be lower than their full-time comparators.
When I think about our future, I see innovation and inclusion as inseparable. One cannot thrive without the other. Closing the gender pay gap is essential if we want to build the diverse, future-focused teams that will define our next chapter. This isn’t just a business priority for me — it’s a belief in the kind of company we are becoming.
