International Equal Pay Day: Equal Pay, Equal Future: A Collective Responsibility

It's telling that we even need to mark International Equal Pay Day. While we often celebrate awareness days, the fact that we still need to highlight this issue speaks to a sobering truth: equal pay remains an aspiration rather than an achievement for millions of women and marginalized groups. Equal pay remains something we aspire to achieve rather than a reality we can count on. And it’s not just a number—it’s a barrier holding back the economic empowerment of women and marginalized communities worldwide.

So, what can we do about it? Both as individuals and as organizations, we have a role in turning this conversation into real, lasting change.

The Power of Transparency

One of the most effective things companies can do is be transparent about pay. In the life sciences sector, for example, the gender pay gap has hovered between 11% and 14% in Europe for years, with very little progress, according to HBA’s 2024 Gender Pay Gap Report. It’s frustrating but also telling. Pay disparities often persist because there isn’t enough transparency. Regular pay audits and clear communication about how compensation is determined can ensure that people are paid fairly based on their skills and contributions—not their gender or background.

Diverse Leadership Drives Change

It’s impossible to talk about equal pay without also addressing leadership. Right now, we’re still underrepresenting women in leadership roles across industries, especially in healthcare, where women make up 59% of the workforce but only 42% of leadership(HBA Gender Pay Gap 2024). This gap plays a huge role in maintaining the overall pay disparity.

Companies that prioritize diversity in leadership don’t just do the right thing—they see tangible benefits. Research shows that businesses with diverse leadership teams are more innovative, make better decisions, and are more successful. As individuals, we can contribute to this by mentoring women and advocating for more inclusive practices in hiring and promotions.

What Individuals Can Do to Drive Change

Beyond pay transparency and leadership diversity, individuals can make an even broader impact by taking direct action in the workplace. This goes beyond talking about salaries—it's about creating an environment where pay equity is part of the culture. We can push for initiatives like pay equity assessments and support the creation of clear criteria for promotions and raises that ensure fair treatment for everyone. Volunteering to serve on diversity and inclusion committees, mentoring junior colleagues, and advocating for unbiased hiring practices can all lead to more systemic change. Being actively involved in shaping company culture—whether by supporting workplace flexibility or contributing to diversity programs—can help make pay equity a reality.

Encouraging open discussions on career development, supporting training programs that help people from diverse backgrounds grow their skill sets, and speaking up when we see bias in hiring or promotions all contribute to leveling the playing field. Change happens when we each play an active role in reshaping the systems that have long upheld inequality.

Equal Pay as a Business Imperative

Let’s not forget that equal pay isn’t just about fairness; it’s a strategic business decision. Companies that prioritize pay equity are better able to attract top talent, retain their employees, and build a motivated, high-performing workforce. Businesses with diverse leadership and transparent pay practices consistently outperform their competitors (HBA Gender Pay Gap 2024).

Equal pay is an investment in a company’s future. It drives innovation, builds stronger teams, and ultimately delivers better results for everyone.

A Future Without the Need for International Equal Pay Day

The truth is that International Equal Pay Day shouldn’t need to exist—but for now, it’s a vital reminder of the work we still have to do. Equal pay should be our everyday reality, not an aspiration. It’s up to all of us—whether we’re leaders, employees, or advocates—to ensure that equal pay becomes the standard, not the exception.

By pushing for transparency, fostering diverse leadership, and taking personal responsibility for driving change within our workplaces, we can help close the gender pay gap for good. Let’s work toward a future where International Equal Pay Day is no longer needed because pay equity has finally been achieved.

Authored by Sabine Hutchison , CEO at Seuss+ , and HBA Global Board Member.

As a child, my father nurtured curiosity and encouraged my sisters and I to be inquisitive. Questions were welcomed, and this fascination with understanding the world led me to study chemistry and ultimately a career in healthcare.

Today, I am deeply immersed in the development and growth of various life science organizations, helping to navigate them toward success. In addition to my entrepreneurial ventures, I proudly volunteer as the President of HBA EMEA , where I lead and champion gender parity initiatives along with sitting on the global board.