Gender Pay Gap Report
Ireland 2023
At Workhuman, we believe in building more human workplaces where people are recognised 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.
Pay Equity
In 2022, we found that Workhuman provided equal pay to both men and women for similar work and we are happy to report that this is still the case for our analysis of 2023. 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 our ongoing commitment to pay equity we implemented Payfinder (software which provides insight into pay equity in real time) as compensation decisions are being made and throughout the hiring process.
Representation in Leadership
In Ireland each year, we are legally obliged to issue a Gender Pay Gap report, a report whose results are typically a reflection of gender representation in leadership. In order to run these analyses, we take a snapshot approach that looks at the 12 months preceding June 30, 2023 for all of our Ireland-based employees, taking into consideration all relevant earnings such as salary, bonus, BIK etc.
We’re proud to say that this year we have continued our trend of decreasing the gender average pay gap from 30% to 24% through our continued commitment of increasing women in leadership roles. Other findings include:
- For all employees, Workhuman’s mean hourly pay gap is 24%, while its median is 30%.
- 44% of employees at Workhuman are women and 49% are men. (7% not declared).
- 50% of leadership roles in Workhuman are held by women.
- In 2022, 24% of employees in the upper pay band were women. In 2023, this has increased to 31% as more women have moved into the upper pay band.
- We continue to support and encourage the increased representation of women at all levels across within the technology org. As part of these efforts, Workhuman Engineering Director Jean Crosbie, Engineering Manager Alma Tarfa, and Product Director Martina Campbell spoke at multiple Women in Technology and Science (WITS) events.
- In 2023, Workhuman was recognised as a Best Place to Work for Women for the fourth consecutive year by the Great Place to Work® Institute.
- We continued our membership of the Irish chapter of the 30% Club with the aim of supporting more women into senior and board roles this year.
Gender Pay Gap Reporting | Hourly Pay
Mean Hourly Pay Gap | Median Hourly Pay Gap | |
|---|---|---|
All Employees | 24% | 30% |
Part-Time Employees | 45% | 55% |
Fixed Term Employees | 2% | -5%* |
* Where a gap is represented as a minus figure, it is in favour of women.
Mean Pay Gap is the % difference in the average hourly rate of pay of men and women.
Median Pay Gap is the % difference between the rate of pay of the middle most men and middle most women.
Gender Pay Gap Reporting | Bonus & BIK
Mean Bonus Gap
28%
Mean Bonus Gap is based on the difference in the average bonus pay of men and women expressed as a percentage.
of women received a bonus
of women received a BIK
100% of women are eligible to receive a BIK
Median Bonus Gap
15%
Median Bonus Gap is based on the difference in the median (middle most) bonus pay of men and women expressed as a percentage.
of men received a bonus
of men received a BIK
100% of men are eligible to receive a BIK
of women received a bonus
of men received a bonus
of women received a BIK
100% of women are eligible to receive a BIK
of men received a BIK
100% of men are eligible to receive a BIK
Women
Men
Quartile Pay Bands | Gender Distribution
Low
Low Middle
Upper Middle
Upper
Women
Men
Additional Definitions
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 18, 2023