East Midlands records strongest improvement in PwC’s Women in Work Index as UK regional gaps narrow

• The East Midlands records the largest improvement of any UK region, increasing its Index score by 8.1 points, driven by rising female participation and a falling gender pay gap

• The West Midlands recorded the largest reduction in the gender pay gap of any UK region

• Regional disparities narrow by 7.5 points, largely due to strong gains in the East Midlands

• The UK regains its top‑ranking G7 position for women’s economic empowerment, though national progress has weakened due to rising female unemployment and declining full‑time work

• Reducing young female NEET rates to 3.6% could add up to £11 billion to UK GDP 

The East Midlands stands out as the most improved region for the progress of women in the workplace according to PwC’s Women in Work Index 2026. The region’s Index score rose by 8.1 points, lifting the region two places in the rankings. 

This improvement was driven by a 3.0 percentage‑point rise in the female labour force participation rate, a 4.5 percentage‑point fall in the participation rate gap, and a 1.7 percentage‑point reduction in the gender pay gap. 

Overall, the Index recorded a significant narrowing of regional disparities across the UK, with the gap between the highest and lowest‑performing regions narrowing by 7.5 points, an important reversal of last year’s widening and largely attributable to the momentum in the East Midlands. 

PwC’s 2026 Index, now in its 15th year, tracks the progress of women in the workplace across the 33 OECD countries using five indicators covering pay, participation, unemployment and full-time employment for women. 

Midlands gains reflect wider national patterns 

The Midlands picture reflects many of the wider national trends. Although the West Midlands did not match the scale of improvement seen in the East Midlands, both regions moved up the Index rankings this year, rising by one and two places respectively. The West Midlands recorded the largest reduction in the gender pay gap of any UK region, narrowing by 2.8 percentage-points to 12.2%, while the pay gap in the East Midlands stands at 14.2%. At the same time, the East Midlands delivered one of the strongest performances on participation, with female labour force participation increasing by 2.96 percentage-points and the participation rate gap falling by 4.53 percentage-points, the biggest reduction of any region - highlighting both progress and the uneven nature of labour‑market pressures across the Midlands.

The UK’s Index performance 

The Index shows that the UK has regained its position as the top‑ranking G7 country for women’s economic empowerment, though the improvement in ranking stems largely from other countries slipping behind. Overall, national progress has slowed, as rising female unemployment and declining access to full‑time roles continue to weigh on overall performance and a continued shift away from full‑time work. 

Regional performance 

This year saw a notable reshuffle in regional performance. The South West climbed five places to become the UK’s top‑ranked region, supported by the highest female participation rate and a sharp fall in its participation rate gap. 

At the other end of the spectrum, London slipped to 12th place, recording both the highest female unemployment rate and the largest participation gap, despite remaining the strongest region for full‑time female employment. Northern Ireland also stood out, as its gender pay gap continued to rise for a fourth consecutive year. Against this backdrop, regional inequalities narrowed overall, driven largely by the East Midlands’ 8.1‑point increase - the strongest improvement of any UK region.

National labour‑market pressures remain

Despite regional progress, national‑level challenges persist. The UK’s female unemployment rate has risen from 3.5% to 4.2%, placing downward pressure on the Index. At the same time, the female full‑time employment rate has fallen by 1.2 percentage points, reflecting a wider OECD trend towards part‑time work. Female participation has increased only slightly (from 74.8% to 75%), and the narrowing of the participation gap is driven more by rising male inactivity than by substantial advances for women.

NEET levels among young women

PwC’s latest analysis shows the UK could unlock major economic gains by reducing the number of young women who are not in education, employment or training (NEET). Returning to the UK’s 2021 low would generate a further £3 billion.

The report examines why nearly 946,000 16 to 24yearolds - almost one in eight - are now NEET, up from 11.9% to 13.6% since the pandemic. 

In the UK, low GCSE attainment significantly increases NEET risk for young women, and the impact is more pronounced than it is for young men (24.5% vs 19.4%. This reflects deep-rooted gendered patterns in the labour market: boys with low qualifications are more likely to move into better paid, male dominated sectors, such as construction that have accessible routes into work, while girls often face far fewer comparable opportunities.

Health conditions remain a key driver affecting 20.0% of young women, compared with 23.6% of young men, with mental health pressures rising across both groups.

When low attainment coincides with a health condition, young women become almost four times more likely to be NEET than the average young woman, (48% compared with 12%). Taken together, these findings highlight both the scale of the challenge and the size of the opportunity. Intervening earlier, addressing education, health and the career pathways girls are encouraged to consider, will be critical to improving outcomes for young women and unlocking economic gains for the UK.

Alex Hudson, Market Senior Partner East Midlands, PwC UK said:  

“The East Midlands’ strong performance this year shows what real progress can look like - rising participation, a narrowing pay gap and the biggest improvement of any UK region. The region is making a real difference and playing a significant role in the narrowing of regional disparities across the UK. The East Midlands is a reminder that meaningful change is possible, but we need consistent action across every region to strengthen opportunities for women in work.

“However, the journey toward gender equity still has a long way to go. The levels of young women who are not in employment, education or training is on the rise, and as workforce needs continue to adapt at pace, engaging with this group is essential to the economy. This is one priority we can’t afford to let fall down the agenda.”

Notes to Editors: 

About the data:

1. The international Index rankings are based on 2024 data, due to a lag in availability of annual data across all indicators and countries in the Index. This is the latest annual data available at the time of publication. 

2. The full Women in Work Index can be found here.

3. The PwC Women in Work Index began in 2011 and tracks the progress of women in the workplace across the 33 OECD countries using a combination of indicators to gain a holistic view of labour market performance for women. The five indicators that make up the Women in Work Index are: the gender pay gap, the female labour force participation rate, the gap between male and female labour force participation rates, the female unemployment rate, and the female full-time employment rate.