Gender Pay Gap Ireland 2022
At Workhuman, we believe in building more human workplaces where people are recognized and celebrated for who they are and what they do, and that starts with our own.
As part of our commitment to diversity, inclusion, and belonging, we completed a robust analysis of Pay Equity across the company in partnership with a leading external specialist, as well as an additional analysis to determine our Gender Pay Gap in Ireland in line with the Gender Pay Gap Information Act 2021.
Pay Equity is the difference between the remuneration of two groups when they are doing similar work, i.e., equal pay for similar work.
Gender Pay Gap is the difference in the average hourly pay of men and women across the workforce regardless of factors that legitimately influence pay such as job level.
We ran an analysis of pay equity across Workhuman considering both age and gender. We are pleased to share that our Pay Equity analysis shows that Workhuman provides equal pay to both men and women for similar work across the company. It also shows that employees are paid fairly regardless of age at Workhuman.
We believe that all our employees should be paid fairly for similar work and are committed to continuing to review and maintain pay equity as the organisation grows and changes. As part of this ongoing commitment, in 2023 we will implement an additional software which provides insight into pay equity in real time as compensation decisions are being made.
Gender Pay Gap
In order to analyse our gender pay gap in Ireland, we reviewed data for all our Ireland-based employees at the snapshot date of 30th June 2022 and considered all relevant earnings for these employees in the preceding 12 months. Our analysis showed a gap in the average earnings of our employees as indicated below.
We identified that the primary driver of our gender pay gap in Ireland was the higher proportion of men in senior and executive positions. We welcome the country-wide commitment to equality and transparency in Ireland and are committed to narrowing this gap at Workhuman.
We have already taken steps to increase the diversity of those in senior positions and continue to review our recruitment and progression practices in addition to the wider benefits and supports we offer to our employees to create a supportive and inclusive environment.
As we look ahead on our journey at Workhuman, there are foundations we will continue to build from, including:
- 53% of employees at Workhuman are women and 47% are men. Our promotion rates are also representative of these percentages.
- More than 50% of leadership roles in Workhuman are held by women.
- We continue to support more women pursuing careers within technology through our partnerships with TeenTurn and Women ReBOOT.
- In 2020 and 2021, Workhuman was recognised as a Best Place to Work for Women by the Great Place to Work® Institute.
- In 2022, we became members of the Irish chapter of the 30% Club with the aim of supporting more women into senior and board roles.
- We have robust tools to support us continuing to monitor and maintain pay equity ensuring that we are providing equal pay for similar work.
Gender Pay Gap Reporting | Hourly Pay
*Where a gap is represented as a minus figure, it is in favour of women.
Gender Pay Gap Reporting | Hourly Pay
Gender Pay Gap Reporting | Bonus & BIK
Quartile Pay Bands | Gender Distribution
- The mean gender pay gap: This calculation shows the difference in the average hourly rate of pay of relevant men and women expressed as a percentage.
- The median gender pay gap: This calculation is based on the difference in the middle most / midpoint hourly rate of pay of relevant men and women expressed as a percentage.
- The mean bonus gender pay gap: This calculation is the difference in the average bonus pay of relevant men and women expressed as a percentage.
- The median bonus gender pay gap: This calculation is the difference in the median (middle most) bonus pay of relevant men and women expressed as a percentage.
- The proportion of men and women receiving a bonus/BIK payment: These two calculations require an employer to show the proportion of relevant men who were paid any amount of bonus pay or received a BIK, and the proportion of relevant women who were paid any amount of bonus pay or received a BIK.
- The proportion of men and women in each quartile pay band: This calculation shows the proportions of relevant men and women in four quartile pay bands, which is done by dividing the workforce into four equal parts. These quartile pay bands are established when making the calculation, so any other pay banding used in a workplace is not applicable.
(Last modified as of December 14, 2022)