Sixty two percent of UK public sector employers publish gender pay gap data. Far fewer can evidence what specific recruitment steps they took to address the underlying pipeline problem. In a governance review, the absence of one is a red flag.

Reporting the gap is compliance. Acting on it is governance. The distinction is becoming clearer to audit committees, elected members, and regulators alike.

Women's Equality Jobsite gives you the action behind the report. Each vacancy posted here is documented outreach: a specific, timestamped decision to reach women candidates in a community where they actively seek inclusive employers. That documentation closes the gap between your pay reporting and your recruitment practice.

For local authorities, universities, charities, and housing associations, this is not an optional extra. It is the infrastructure that makes your equality strategy credible.

Post your vacancy. Turn reporting into governance.