Gender Pay Gap Calculator

A gender pay gap summarizes the difference between men's and women's earnings across a defined workforce or population. This calculator uses men's pay as the reference: subtract women's average pay from men's average pay, divide the difference by men's pay, and multiply by one hundred. If men average 75,000 dollars and women average 60,000 dollars, the difference is 15,000 dollars and the reported gap is 20 percent. The women's pay ratio presents the same comparison from another angle. Divide women's pay by men's pay and multiply by one hundred. In the example, the ratio is 80 percent, often expressed as women earning 80 cents for every dollar earned by men. The pay gap and pay ratio add to 100 percent when both use the same reference and unrounded inputs. A negative gap can occur when the entered women's figure exceeds the men's figure; it indicates the direction of the difference rather than an input failure. Choose the underlying figures carefully. Mean pay adds all earnings and divides by the number of workers, so it reflects both pay levels and representation in high-paid roles. Median pay compares the middle worker in each group and is less affected by a small number of very high salaries. Hourly pay can control for different working hours, while annual pay includes the effect of part-time participation. A valid comparison uses the same definition, currency, period, employee population, and compensation components for both groups. An unadjusted gender pay gap is not the same as unequal pay for equal work. It can reflect differences in occupation, seniority, hours, location, bonuses, hiring, promotion, caregiving patterns, and representation. An adjusted analysis uses statistical methods to compare similar workers and roles, but its interpretation still depends on which variables are included. Both views can reveal important organizational patterns, yet neither alone proves the cause of a difference. Use this calculator as a transparent first step in pay-equity reporting. Segment results by job level, function, location, employment status, and compensation type where sample sizes support responsible analysis. Protect employee privacy, document the methodology, examine hiring and progression outcomes, and pair aggregate metrics with individual equal-pay reviews. Legal reporting definitions vary by jurisdiction, so organizations should follow applicable regulations and seek qualified HR, statistical, or legal guidance before publishing formal figures.