Female managers in the UK earn close to £12,000 less on average than their male counterparts. Response from Regina Moran, VP, Head of Industry Consulting and Software Solutions, EMEIA BAS – Fujitsu.

Whilst it is of course vital that organisations adequately address the long-standing gender pay gap issue, we must not forget that differences in pay are often part of a wider context with businesses failing to create environments that support women in the long-term. In terms of strategy, the first step is to increase the pipeline of talent by driving recruitment of women at a graduate and apprentice level.

But business effort can’t stop there. As women come on-board, business leaders and management must create a culture of inclusion. Simply paying them the same as male counterparts is a good start but what happens once they are in? Women, just like their male colleagues, need to progress and develop. There are some processes that can be immediately built in to a business – such as the provision of flexible working to support women throughout their career lifecycle. Some longer-term goals include the launching of women’s networks which are also vital in ensuring that they receive the proper support and advice they need ongoing.

It’s the responsibility of the senior team to take the lead by championing women within their organisation, and encouraging senior women to act as mentors and role models. To ensure we’re seeing more women in those higher paid roles, its clear organisations across all industries need to be supporting and fostering female talent early on and throughout their careers, helping them to successfully move up the ladder. After all, with 70 percent of women aged 16 to 64 in work, organisations that fail to foster a whole group of talent properly in the workforces will prevent the UK from realising a prosperous economy.”