Gender Pay Gap

Gender Pay Gap


With new legislation afoot for businesses on mandatory reporting on gender pay gap, it is important to remind ourselves that whilst reporting will shine a light on the extent of the issue and the scale of the gap (or gulf – depending on the sector and management level). There is need for a broader strategy to address female workforce participation as a whole, female participation in tech and stem sectors and the social and organisational changes needed to redress the balance.

The definition of the gender pay gap as “the difference in the average hourly pay of men and women across a workforce, comparing the pay of all working men and women; not just those in similar jobs, with similar working pattern or with similar competencies, qualifications”  (IBEC 2018)

In order to make meaningful progress in this regard, businesses need to dig deeper into their corporate culture and policies to challenge their assumptions on:

  • What constitutes their ideal / concept of management?
  • Do they have a balanced proportion of males and females in senior roles?
  • Do they have a representative number of females in strategic roles – such as Finance, Strategy, Development and not just the ‘soft skills’ areas of HR and Customer Service
  • What is their proportion of women in support roles versus strategic roles, tech roles, stem roles?
  • Why are women in more lower paid roles?
  • To whom do part time/flexible roles target within their organisation ? men and women?
  • Do part-time roles / flexible roles exist for senior management?

According to recent reports, Ireland has a 13.9% gender pay gap. This is progress from 2007 when it stood at 17.3% however, progress is too slow and at this rate, it will be 100 years before it is equal.


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