Companies are obliged by law to report the differences in hourly pay between men and women. The results can be found on the Government’s website, so everyone can check their employer.

Around 4,400 of the 10,000 companies have reported, including some of the UK’s largest employers. HSBC, for example, has only 33% of women in the top pay range and a 61% difference in the (mean) average hourly rate between men and women. Greggs scores far better, with 50% of women in the top pay range and just an 18.2% gap in the average hourly rate. John Lewis has a 12.7% gap and 44% of women in its top pay range.

The figures show around three in four UK companies have a pay gap. Greggs and John Lewis had both seen their pay gap improve over the past year, while HSBC’s gap has widened.

Sam Smethers, chief executive of the Fawcett Society, which campaigns for equality, has said that closing the pay gap will take a five-year strategy to produce results, combined with a tougher reporting regime. She has also highlighted the need for employers to publish action plans to which they can be held accountable: “We also need to address all the causes of the pay gap, provide real transparency with pay data so that women can challenge pay discrimination; more generous leave for dads that they can afford to take and make every job a flexible working job unless there is a business reason not to.”

Most agree that as it stands the gender pay gap is an imperfect tool for judging whether women are being paid less than men for the same work. In general, pay may be lower for women because they hold more part-time and lower status roles. However, it does show the difference in working patterns and highlights the lack of women in senior roles.

The BBC reported that finance and insurance firms have the highest pay gap of any sector, paying men on average 23.3% more than women. Mining, construction and education companies also report high pay gaps.