OPINION: The gender pay gap landscape in the UK continues to evolve, with some progress being made. However, industries like waste management and haulage still face significant challenges in achieving gender parity. These challenges are rooted in long-standing stereotypes and barriers that have historically limited female participation in these sectors.
We recognise that meaningful change in male-dominated industries requires focused and ongoing effort. As we work towards reducing the gender pay gap, we, as an industry, must look to accelerate initiatives aimed at attracting, retaining, and promoting female talent. We’re already focussed on recruitment strategies that prioritise merit and potential, ensuring that opportunities are open to a diverse pool of candidates, and our training and development programs support the professional growth of all employees, helping them excel in their roles and advance within the company.
Creating an inclusive workplace culture is fundamental and we must work hard to ensure that everyone feels valued, respected, and supported. Collaboration with industry partners, educational institutions, and policymakers to champion gender diversity and equality in our sector is also critical.
While we have made strides, there is more to be done, and we remain committed to our journey toward gender equality, confident that through continued effort, we will make meaningful progress.
What is the gender pay gap?
The gender pay gap refers to the difference in average earnings between men and women in the workforce. Across England, the gap among full-time employees remains wider than in Wales, Scotland and Northern Ireland – according to the Office for National Statistics. While progress has been made in reducing these disparities, change has been slow, and certain industries continue to face significant challenges in achieving pay equality.
Closing the gender pay gap requires more than just analysing statistics – it involves understanding the systemic factors that contribute to it.
Occupational segregation, where specific roles or industries are dominated by one gender, unconscious biases in hiring and promotions, and the unequal distribution of caregiving responsibilities all play a role in maintaining these inequalities.
What is being done to combat the gender pay gap?
The UK has made significant progress in addressing the gender pay gap, with legislation and industry initiatives driving change. Since 2017, businesses with more than 250 employees have been legally required to report their gender pay gap, increasing transparency and accountability. Equal pay laws, flexible working policies, and improved parental leave aim to create fairer workplaces, while industry-led initiatives encourage greater female representation in traditionally male-dominated sectors and more generally leadership.
Waste management and haulage have historically been male dominated, but as an industry, tackling the challenges is vital and we must be committed to breaking down barriers by promoting inclusive recruitment, supporting career development for women, and fostering a workplace culture where talent is recognised and rewarded fairly. By taking proactive steps and working alongside industry partners, we aim to drive meaningful change and ensure that our workforce reflects the diversity of the communities we serve.
Gender pay gap case study
At The NWH Group, the workforce is predominantly male, which is typical of the waste management and haulage industries, where roles such as HGV drivers have historically been male-dominated due to factors like the physical demands of the work and long-standing gender stereotypes. However, its gender split is slightly better than the industry standards. In 2022, its workforce was 83.93% male and 16.07% female. By 2023, this had shifted to 83.88% male and 16.12% female, and in 2024, it further improved to 83.67% male and 16.33% female.
In 2024, The NWH Group reported its mean gender pay gap (the difference between the average hourly earnings of men and women) at 0.78%, a significant improvement from 3.45% in 2023 and 6.23% in 2022. To put this into context, the UK-wide mean gender pay gap for all employees, as reported by the Office for National Statistics, stood at 7.0% in 2024, a slight decrease from 7.5% in 2023 and 8.3% in 2022. For NWH, this marks a positive shift of -2.67% in favour of female employees compared to the previous year.
While these figures still reflect the broader trends in the sector, they demonstrate ongoing progress in achieving greater gender diversity.
Indeed, when looking at the median hourly pay gap (which represents the difference between the midpoints in the range of hourly earnings for men and women), for 2024, The NWH Group reports a gender pay gap of -5.31%, indicating that on this metric, women earn more than men in this reporting year. This is an increase from the -2.19% reported in 2023 and -2.88% reported in 2022.
While workforce composition continues to be influenced by industry norms, employers committed to ensuring equal opportunities for all employees, regardless of gender, and to creating a workplace where everyone can succeed and advance, will reap the benefits of a diverse and thriving work environment.
To read The NWH Group’s latest annual Gender Pay Gap Report, visit www.nwhgroup.co.uk/news/breaking-barriers-nwh-groups-202425-gender-pay-gap-report/
Want to learn more about diversity in the waste and recycling sector? Join us at the letsrecycle.com Green Skills Conference on 10 June 2025 in London. Find out more and buy tickets here.
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