Contractor vs. FTE Cost Calculator
Compare the total cost of hiring a contractor versus a full-time employee. Include benefits, overhead, and productivity to make the right staffing decision.
Gender Pay Gap Calculator
Calculate your organization's gender pay gap by comparing median male and female earnings. Track unadjusted and adjusted pay gaps for compliance and equity.
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Median Pay Gap⧉
11.11%
Women earn $8,000.00 less at the median
Mean Pay Gap⧉
12.82%
Women earn $10,000.00 less on average
Bonus Gap⧉
29.17%
$3,500.00 difference in average bonus
Total Compensation Gap⧉
13.69%
Male total $84,000.00 vs female $72,500.00
Remediation Cost⧉
$450,000.00
Estimated cost to equalize all pay to male average
Gap vs. Industry Benchmark⧉
-5.69%
Industry benchmark: 16.80% gap
Lifetime Earnings Gap⧉
$240,000.00
Projected over a 30-year career at current rates
Retirement Impact⧉
$14,400.00
Lost retirement savings assuming 6% annual contribution
Pay Comparison
Median Salary
M
$72,000.00
F
$64,000.00
Mean Salary
M
$78,000.00
F
$68,000.00
Bonus
M
$12,000.00
F
$8,500.00
Total Comp
M
$84,000.00
F
$72,500.00
Industry Benchmark Comparison
| Industry | Benchmark Gap | Your Gap | Difference |
|---|---|---|---|
| Technology | 16.80% | 11.11% | -5.69% |
| Finance / Banking | 20.20% | 11.11% | -9.09% |
| Healthcare | 15.60% | 11.11% | -4.49% |
| Education | 10.30% | 11.11% | +0.81% |
| Retail / Hospitality | 12.50% | 11.11% | -1.39% |
| Manufacturing | 18.10% | 11.11% | -6.99% |
Workforce Gender Split
Male: 55.00 (55.00%)Female: 45.00 (45.00%)
Planning notes, formulas, and examples
About the Gender Pay Gap Calculator
The gender pay gap measures the difference in median (or average) earnings between male and female employees across an entire organization. Unlike pay equity analysis (which compares "like for like" within the same role), the gender pay gap captures structural differences in how men and women are distributed across roles, levels, and functions.
This Gender Pay Gap Calculator computes both median and mean pay gaps. The median gap is the standard used in most country-level reporting (UK, EU). The mean gap is more sensitive to outliers (e.g., a few very highly paid executives). Both provide important but different insights into organizational gender demographics and compensation structure.
Understanding your gender pay gap is increasingly required by regulators and expected by employees, investors, and customers. The gap is driven by factors including occupational segregation, career interruption patterns, promotion rate disparities, and negotiation dynamics. Closing it requires addressing these root causes, not just adjusting individual salaries.
When This Page Helps
Gender pay gap reporting is mandatory in many jurisdictions and expected by stakeholders. This calculator helps you compute the headline metric, track progress over time, and understand the gap's composition to design targeted interventions that address root causes rather than just symptoms.
How to Use the Inputs
- Enter median male earnings (or average if median is unavailable).
- Enter median female earnings.
- Optionally enter mean male and female earnings for the mean gap.
- Review the pay gap percentages.
- Compare against national averages: U.S. unadjusted gap is approximately 16%; UK is approximately 14%.
- Investigate the drivers: representation at senior levels, occupational mix, and tenure patterns.
Formula used
Median Gender Pay Gap (%) = ((Median Male Pay − Median Female Pay) / Median Male Pay) × 100
Mean Gender Pay Gap (%) = ((Mean Male Pay − Mean Female Pay) / Mean Male Pay) × 100Example Calculation
Result: 11.1% median gap; 12.8% mean gap
Median gap = ($72,000 − $64,000) / $72,000 = 11.1%. Mean gap = ($78,000 − $68,000) / $78,000 = 12.8%. Both are below the national average but indicate room for improvement.
Tips & Best Practices
- The median gap is the most widely reported metric and less influenced by extreme values.
- A large mean gap with a small median gap often indicates very high male representation at the top of the pay distribution.
- Track quartile pay bands to understand where women are concentrated in your pay structure.
- Closing the gap requires increasing female representation in higher-paying roles, not just adjusting individual salaries.
- Publish your gap data and action plan annually for transparency and accountability.
- Complement the organization-wide gap with role-level pay equity analysis for a complete picture.
Understanding Gap vs. Equity
The gender pay gap and pay equity are related but distinct concepts. Pay equity asks: "Do we pay men and women fairly for the same work?" The pay gap asks: "Do men and women earn similar amounts across our organization?" You can have perfect pay equity (fair within roles) but still a large pay gap if women are concentrated in lower-paid roles or levels.
Reporting Requirements
The UK requires all employers with 250+ employees to report median and mean gender pay gaps annually. The EU's Pay Transparency Directive (effective 2026) requires similar reporting. Many U.S. states have or are considering pay transparency and reporting requirements. Proactive reporting demonstrates commitment regardless of legal requirements.
Action Planning for Gap Closure
Effective gap closure requires a multi-pronged strategy: pipeline development (increase female candidates for technical and leadership roles), promotion equity (ensure equal promotion rates), pay structure (transparent ranges and consistent application), culture (flexible work, inclusive leadership), and measurement (track progress quarterly, not just annually).
Sources & Methodology
Last updated:
Frequently Asked Questions
The difference in median (or average) earnings between male and female employees across the entire organization. It reflects both pay equity within roles and the distribution of men and women across different roles, levels, and functions. The current U.S. unadjusted gap is approximately 16%.
The pay gap compares all men vs. all women in the organization (regardless of role). Pay equity compares men and women in the same or similar roles. An organization can have zero pay equity gaps (fair pay within roles) but still have a significant gender pay gap if women are underrepresented in senior or higher-paying roles.
Zero is the ultimate target. Top-performing organizations achieve gaps below 5%. The national average varies by country: U.S. is approximately 16%, UK approximately 14%, EU approximately 13%. Any gap warrants investigation and action to reduce it over time.
The median is the midpoint salary (50th percentile) and is not affected by extreme values. The mean (average) is pulled up by high earners. If your organization has many highly paid men at the top, the mean gap will be larger than the median gap.
Multiple factors: occupational segregation (women concentrated in lower-paying functions), career interruptions (disproportionate parenting responsibilities), promotion rate disparities, negotiation differences, and unconscious bias in hiring and compensation decisions. Keeping this factor in mind will improve the accuracy and usefulness of your overall calculations.
Address root causes: increase female representation in leadership and high-paying technical roles, ensure equitable promotion rates, support return-to-work transitions, implement structured salary negotiation processes, and provide mentorship and sponsorship for women. These steps improve the process over time.
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