Our Numbers: July 1, 2024 – June 30, 2025
Gap in hourly pay and bonus pay (July 1, 2024 to June 30, 2025)
The gap in mean pay compares the average pay of females to the average pay of males. The gap is caused by a higher representation of men in senior roles. While female representation is higher overall, less than a quarter of women hold senior leadership positions compared to over a third of men.
The gap in median pay compares the pay of the middle-placed female (when ordered high to low by hourly pay), to the pay of the middle-placed male. This measure can be a useful reference as it is less impacted by the pay associated with a very small number of senior executive roles.
Since bonus pay becomes a more substantial part of compensation as seniority increases, the gap in bonus pay is influenced by the higher number of men in higher-level positions. The gap in bonus pay can fluctuate more year to year compared to the gap in hourly pay due to the significant impact of performance differentiation between business units each year when determining bonus pay.
Proportion of males and females by hourly pay quartile
The proportion of males and females in each pay quartile when all individuals are ordered low to high by hourly pay, then divided into four equal groups.
Proportion of males and females receiving bonus pay
Male
Female
This is the percentage of males and females who received a form of bonus pay in the 12 months leading up to June 30, 2025. This is impacted by the number of new hires who joined October 1, 2024 or later who were not eligible to participate in our annual incentive program for 2024.
Benefits in kind
Male
Female
Irish regulations require the reporting of the proportion of men and women receiving benefits in kind. The only individuals who do not receive benefits in kind are those who are ineligible (interns), and those who have not made elections.
Irish regulations require the review of part-time and temporary employees, however there were no impacted individuals in this snapshot.
