Gender Pay and Bonus Gaps: A Global Perspective

Recent data from Brightmine reveals a significant gender bonus gap in the UK, where men earn an average of £2,190 more in bonuses than women. Men are nearly 1.5 times more likely to receive a bonus, and when they do, their bonuses are approximately 1.8 times higher than those awarded to women. Specifically, men receive an average bonus of £4,913 (9.5% of salary), while women receive £2,723 (6.0% of salary). The disparity widens with age, peaking in the early 50s, where men average £8,693 compared to £4,193 for women. Brightmine's analysis, based on payroll data from over 1.1 million employees across nearly 1,000 organizations, highlights that directors earn an average bonus of £54,014, while routine task providers receive just £535.

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In South Korea, the gender pay gap remains the largest among the 35 member states of the Organisation for Economic Cooperation and Development (OECD), with women earning 29% less than men as of 2024. Although the gap has decreased from 34.1% in 2018, it still significantly exceeds the OECD average of 11.3%. The Korean Women’s Development Institute (KWDI) emphasizes the need for continued efforts to improve women's employment quality and create a more equitable labor market. Additionally, women are disproportionately represented in low-wage jobs, with 23.8% of women classified as low-paid workers compared to 11.1% of men.

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Critics argue that the persistent gender pay and bonus gaps reflect systemic issues within organizations. Sheila Attwood from Brightmine states that the growing disparity in bonuses is an equity issue that organizations must confront. Similarly, KWDI President Kim Jong-sook points out that while progress has been made in reducing the gender pay gap, South Korea still lags behind other developed nations, necessitating ongoing efforts to enhance women's roles in the workforce.

Still worst in the OECD, Korea's gender wage gap shrinks little by little

In response to these disparities, Brightmine advocates for employers to audit their bonus practices to identify gender disparities in both eligibility and value. The KWDI has also called for policies to improve women's economic participation, including a proposed mandatory "equal pay disclosure system" by President Lee Jae Myung. The Office for Equality and Opportunity in the UK has published a report outlining evidence-based actions for employers to reduce the gender pay gap, emphasizing the importance of transparent hiring and promotion processes.

Gender pay gap: evidence-based actions to reduce the gap

• “Sheila Attwood, HR insights and data lead at Brightmine, said: “While bonuses are becoming scarcer across the workforce, the real story is the gap between males and females receiving bonuses.” — Sheila Attwood, HR Insights and Data Lead, Brightmine

Gender bonus bias widens pay gap, says Brightmine

• “The fact that Korea’s gender pay gap has declined more quickly than the OECD average over the past five years represents meaningful progress,” — Kim Jong-sook, President, KWDI

Still worst in the OECD, Korea's gender wage gap shrinks little by little

The ongoing gender pay and bonus gaps in both the UK and South Korea highlight the need for systemic change. Organizations are urged to implement equitable practices and policies that promote transparency and fairness. As the global workforce evolves, addressing these disparities will be crucial for fostering an inclusive environment that benefits all employees.

Gender pay gap: evidence-based actions to reduce the gap