Gender Pay Gap Calculator
Calculate and analyze the pay difference between men and women in your organization or dataset
Annual salary or hourly rate for male employees
Annual salary or hourly rate for female employees
Quick Examples:
Gender Pay Gap
%
Cents on Dollar
¢
Women earn per $1 men earn
Pay Difference
Absolute difference
Gap Category
Pay Comparison
Regional Comparison
Compare your result with global benchmarks
| Region | Pay Gap | Cents/$ | vs Your Gap |
|---|---|---|---|
| Your Calculation | — | ||
Calculation Summary
| Male Pay | |
| Female Pay | |
| Absolute Difference | |
| Gender Pay Gap | |
| Cents on the Dollar |
How It's Calculated
Pay Gap % = ((Male Pay - Female Pay) / Male Pay) × 100
= (( - ) / ) × 100
= ( / ) × 100
= %
Cents on Dollar = (Female Pay / Male Pay) × 100
= ( / ) × 100
= ¢
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About Gender Pay Gap Calculator
What is the Gender Pay Gap?
The gender pay gap is the average difference in remuneration between men and women who are employed. It is typically expressed as a percentage of male earnings and represents the difference between what men and women are paid on average.
Types of Gender Pay Gap
Unadjusted (Raw) Pay Gap
This compares the average pay of all working men and women without accounting for factors like job role, experience, education, or hours worked. This is the most commonly reported figure.
Adjusted (Controlled) Pay Gap
This accounts for differences in job title, experience, industry, education, and other compensable factors. It attempts to show how much women and men earn for the same work.
How to Use This Calculator
- Select Calculation Method: Choose between mean (average) or median calculation
- Enter Male Pay: Input the average or median pay for male employees
- Enter Female Pay: Input the average or median pay for female employees
- View Results: See the pay gap percentage, absolute difference, and interpretation
The Formula
Gender Pay Gap Formula:
Pay Gap (%) = ((Male Pay - Female Pay) / Male Pay) × 100
Cents on the Dollar:
Cents on Dollar = (Female Pay / Male Pay) × 100
Global Gender Pay Gap Statistics (2024)
| Region | Pay Gap | Cents per Dollar |
|---|---|---|
| Global Average | ~17% | 83¢ |
| United States | ~15% | 85¢ |
| European Union | ~12% | 88¢ |
| United Kingdom | ~14% | 86¢ |
| Australia | ~13-19% | 81-87¢ |
Pay Gap by Demographics (US 2024)
| Group | Gap vs White Men | Cents per Dollar |
|---|---|---|
| White Women | 17% | 83¢ |
| Black Women | 36% | 64¢ |
| Latina Women | 45% | 55¢ |
| Asian Women | Varies | 93-99¢ |
| Native American Women | 41% | 59¢ |
Factors Contributing to the Pay Gap
Occupational Segregation
Women are often concentrated in lower-paying industries and roles.
Work Experience
Career breaks for childcare can affect lifetime earnings.
Negotiation Differences
Studies show differences in salary negotiation patterns.
Discrimination
Direct and indirect discrimination can affect pay decisions.
Frequently Asked Questions
What is a good gender pay gap target?
Many organizations aim for a gap of less than 5%, with the ultimate goal being 0%. Regulatory requirements vary by country.
Mean vs. Median - which is better?
The median is often considered more representative as it's not skewed by a few very high earners. Most government reporting uses both metrics.
What is the 'controlled' pay gap?
The controlled gap adjusts for factors like job title, experience, and location. In the US, it's approximately 99¢ on the dollar for similar roles.
How long will it take to close the gap?
At current rates of progress, the World Economic Forum estimates it will take 134 years to close the global gender gap completely.
Disclaimer: This calculator provides estimates for informational and educational purposes. Pay equity analysis in organizational settings should be conducted with appropriate statistical methods and legal guidance.
Understanding Pay Equity
📊 Raw vs. Controlled Gap
- • Raw gap compares all workers regardless of role
- • Controlled gap adjusts for job title, experience
- • Both metrics provide valuable insights
🎯 Closing the Gap
- • Regular pay equity audits
- • Transparent salary bands
- • Addressing unconscious bias in hiring