Asset managers have made chunky improvements in narrowing their gender pay gaps this year, however, the suspension of mandatory reporting due to the Covid-19 global pandemic has left gaps in the diversity statistics.
Several large investment houses reported smaller, but still significant, improvements.
HSBC Global Asset Management declared a mean pay gap of 39.4% which represents an improvement of 4.6 percentage points on last year.
Franklin Templeton Investment Management reported a 33.5% mean gap meaning an improvement of 1.8 percentage points. Natixis Investment Managers' pay gap improved by 2.6 percentage points to 32.9%.
Others remained more stable, for example Standard Life Aberdeen reported a mean hourly pay gap of 39.5%, a reduction of 0.2 percentage points.
Federated Hermes, Schroders and BlackRock all stayed the same year-on-year, with 27%, 27% and 19% respectively.
Managing gender pay differences remains a problem for some firms, the statistics showed. For example, Goldman Sachs International reported a 53.2% gender pay gap, up 2.6 percentage points on last year.
Goldman Sachs said it was focusing on "retention and progression of our talent", with 29% of those promoted in its managing director class of 2019 being women. It also said it expected to reach its Women in Finance Charter goal of 30% women in senior talent positions ahead of target.
Chief executive Richard Gnodde said he recognised "that we still have more work to do" but he "look[ed] forward to another year of continued focus and progress on this important topic".
The Investment Association (IA), which has a workforce of 89, reported a gender pay gap of 15.9% (median) and 30.3% (mean). It said this was "a significant reduction" from 31.5% (median) and 38.5% (mean) last year.
It added that while the gender pay gap reporting deadline had been postponed for 2020, gender equality and closing the gender pay gap "remain high on investment managers' priorities".
The organisation recently launched its report Addressing the gender pay gap: Industry initiatives which outlined three areas - attraction and recruitment, retention and advancement, and measuring and monitoring - where it said firms can do more to address the problem.
IA chief executive Chris Cummings said: "While we recognise there is still a way to go, and that every company's journey looks slightly different, I am encouraged by the commitment that can be seen in the industry to increasingly treat diversity as a business priority."