2026 Spring Term

The know zone

  • Under the microscope
    The Curriculum and Assessment Review promised evolution, not revolution. More
  • A sustainable legacy
    Emma Harrison explores why sustainability must sit at the heart of educational leadership, strategy, and curriculum to build resilient, future-ready learning communities. More
  • Stronger together
    As the Schools White Paper aims to renew its focus on collaboration, school partnerships must draw on the strengths of all schools to improve outcomes for young people, says Neil Smith. More
  • Mind the gap
    Progress on the Gender Pay Gap masks a far more concerning, overlooked problem - the Gender Pension Gap. Melanie Moffatt highlights why, despite reform, the challenges ahead remain stark today nationwide. More
  • Shared values
    In a world often marked by division, it's vital to spotlight kindness and compassion. Here, ASCL members share inspiring stories of young people learning about empathy, hope, and belonging. More
  • Leading with purpose
    Deputy Headteacher Tyronne Lewis relishes the opportunities that come with serving on ASCL Council. More
  • Locked in? The detention debacle
    Carl Smith provides a look at the invisible emotional labour of school leadership, where professionalism is polished, patience is infinite, and the truest reactions live quietly in unsent drafts. More

 Progress on the Gender Pay Gap masks a far more concerning, overlooked problem – the Gender Pension Gap. Melanie Moffatt highlights why, despite reform, the challenges ahead remain stark today nationwide.

Mind the gap

 

Progress on the Gender Pay Gap masks a far more concerning, overlooked problem – the Gender Pension Gap. Melanie Moffatt highlights why, despite reform, the challenges ahead remain stark today nationwide.


The overlooked pension gap

The Gender Pay Gap has been documented and measured for many years. With mandatory reporting already in place, and further strengthening included in the Employment Rights Act 2025, progress is clearly being made. However, a deeply concerning and far less discussed issue remains: the Gender Pension Gap (GPG).

The GPG is distinct from the pay gap. It measures the inequality that exists between men and women’s retirement outcomes, and the figures are stark. The trade union Prospect has reported on the GPG since 2018, and its most recent data shows the gap currently stands at 36.5% (see tinyurl.com/yn38xr4b).

To put this into context, if a male and female retiree were paid their pension at the same rate from January, the woman’s pension would run out in August, while the man’s payments would continue for the rest of the year. To close the current gap, women would need to begin working and contributing to their pension approximately 19 years earlier than men.

Although the gender pay gap does affect pension outcomes, it is not the primary driver of the pension gap. Despite more than 50 years of equality legislation, societal norms have not kept pace. Women are still far more likely than men to work part-time or to take time out of the workforce because of caring responsibilities.

Pensions were designed at a time when the workforce was dominated by men as sole breadwinners. While this model no longer reflects reality, the gendered division of unpaid domestic and caring labour continues to fall largely on women, and this remains the main cause of the GPG.

Women who have children often experience what is known as the ‘motherhood penalty’. This is usually discussed in terms of lost pay, but its impact is far broader. The need for part-time work or flexible arrangements to meet caring responsibilities contributes to the continued underrepresentation of women in higher paid and senior roles.

Discriminatory working practices also persist, limiting progression for women who require flexibility and, in some cases, preventing a return to work after childbirth altogether. The education sector has faced particular scrutiny for its lack of flexible working options. However, there is hope that strengthened flexible working rights through the Employment Rights Act 2025 will improve outcomes for women in these circumstances.

A pension reflects an entire career. The cumulative impact of lower pay, part-time working, career breaks, and restricted progression during the key years when pension growth occurs, drives the significant disparity in retirement outcomes between men and women.

Clear consequences

The consequences are clear: 67% of pensioners living in poverty in the UK are women (see tinyurl.com/u2y678ba). The Institute for Fiscal Studies’ (IFS’) Pension Review, published in 2025 (tinyurl.com/y9h56j2j), indicates that, without intervention, pension outcomes are likely to worsen in the future.

However, some positive steps are emerging. The IFS’ review prompted the relaunch of the Pension Commission, tasked with addressing challenges facing future pensioners, including gender inequality. The Local Government Pension Scheme has also launched an access and fairness consultation aimed at tackling existing inequalities, including the GPG (see our response here www.ascl.org.uk/LGPSConsultation).

Raising awareness remains vital, and pension education is key. Pensions must be part of the conversation throughout a career, particularly during pivotal moments such as maternity leave or decisions about future working patterns. ASCL is committed to improving pension knowledge for members at all career stages, and further updates and guidance will be shared through the pensions section of our website (www.ascl.org.uk/pensions).

Melanie Moffatt
ASCL Conditions of Employment Specialist: Pensions

@melmoff.bsky.social

LEADING READING