We’ve all heard about the gender pay gap. It’s been on HR dashboards and equality pledges for years. But the uncomfortable truth is this: the real gender gap goes far beyond salary.

It’s showing up in the stories women aren’t telling. The questions they don’t feel safe asking. The policies that aren’t written – and the wellbeing issues that are quietly endured.

At The Formula, our 2023 Insight research revealed a much wider divide between male and female employees. Not in ambition. Not in ability. But in the conditions they work under — and the support they’re offered to thrive.

The Policies Missing From the Handbook

Let’s talk about female health.

Only 20% of women working in Northern Ireland’s private sector said their employer has a specific policy for female health. In the voluntary sector, which drops to just eight percent. These aren’t fringe issues — we’re talking about periods, endometriosis, pregnancy loss, menopause.

They’re part of life. But in many workplaces, they’re still treated like awkward secrets.

That silence matters. Because where there are no policies, there’s usually no support. And where there’s no support, there’s often no voice.

The Confidence Deficit

UK government data backs this up: more than a third of women don’t feel comfortable discussing health issues at work. And fewer than half believe their employer genuinely supports them through life’s biological realities.

When these conversations don’t happen — or worse, when they’re shut down — the result is simple: women disengage.

They stop applying for promotions.

They hesitate to speak up.

They quietly leave or slowly check out.

This isn’t about “extra benefits.” It’s about workplace equity.

A Gender Gap That Touches Everything

The gender gap we see today includes:

• Career progression pathways that don’t account for caregiving.
• Health and wellbeing supports that exclude the most common female experiences.
• Rigid work structures that penalise flexibility.

The impact? Women are more likely to feel neutral or dissatisfied in their roles — but less likely to advocate for themselves. And ultimately, less likely to stay if another employer promises better.

What Progressive Employers Are Doing Differently

Closing this wider gender gap means asking better questions:

• Do your managers know how to support someone going through menopause?
• Can your teams talk openly about fertility struggles without fear?
• Are your benefits actually designed with women in mind?

It’s not about ticking a box. It’s about shifting the culture.

Our Formula

At The Formula, we help employers move from performative inclusion to practical change. We work with brands to ensure their culture — and their policies — reflect the people they’re built for.

Because gender equity isn’t solved just with a pay slip. It’s shaped by policies, managers, and moments that show women they belong — and that they matter.

And yes, we know…

In the current climate — with the wind blowing in from across the Atlantic and a certain someone in the White House — even mentioning DEI can feel like lighting a match.

But maybe that’s exactly why we should.

Because we still live in a world where these conversations are allowed. And in places like Northern Ireland — with all our own complex histories — creating fairer, more human workplaces is something we’re still free to do.

And that’s something worth honouring.

Ready to go beyond the pay gap?

Let’s talk about how your employer brand can reflect real inclusion — and retain the women who make your organisation stronger.