gender pay gap ireland

, Access to the comments facility has been disabled for this user, TheJournal.ie supports the work of the Press Council of Ireland and the Office of the Press Ombudsman, and our staff operate within the Code of Practice. The gender pay gap refers to the difference between what is earned, on average by women and men, based on average hourly earnings of all Deloitte Ireland employees - not just people doing the same job or at the same level or working pattern. Harry Goddard became CEO of Deloitte Ireland in June 2019. Listen now wherever you get your podcasts, The latest Irish and international sports news for readers and members, A platform helping fund the type of in-depth journalism that the public wants to see. FEMALE: 88.9%. What we find a lot for women is confidence, and how do you build that confidence with them? The Government says it will establish a centralised reporting website from 2023. Companies will start to publish information on their gender pay gaps. Firstly, we brought in software to remove gender bias from all our role profiles. An Post also promoted its flexible working initiatives and aimed to build confidence in women who may want to progress in the company. . This December is Christmas for equality advocates who have long argued that sunlight is the best disinfectant. From Department of Children, Equality, Disability, Integration and Youth. Image: What the Gender Pay Gap Information Act 2021 is, Image: How to calculate the gender pay gap metrics: Guidance note, Image: Gender Pay Gap information reporting: FAQs for employers, The Employment Equality Act 1998 (section 20A)(Gender Pay Gap Information) Regulations 2022, What the Gender Pay Gap Information Act 2021 is, How to calculate the gender pay gap metrics: Guidance note, Gender Pay Gap information reporting: FAQs for employers, Department of Children, Equality, Disability, Integration and Youth. That was slightly Sites: The laws will require large companies to publish information on the gender pay gap in their organisations. the mean and median gap in employee hourly pay; between males and females on temporary contracts. Over 5,000 readers like you have already stepped up and support us with a monthly payment or a once-off donation. An organisation should carry out a headcount of all persons employed by them on the snapshot date, including employees not rostered to work on that date and employees on leave. Sadly, most large employers will have a gender pay gap in favour of men. To embed this post, copy the code below on your site, 600px wide That reporting threshold reduces to cover organizations with more than 150 employees in 2023. Do not include any personal details in the box below. (i) the lower remuneration quartile pay band. The company launched a Gender Pay Gap Report in 2019, and from there worked to narrow the gap from 3.7% to 0% last year. Supporters of the bill hope that it will force employers to acknowledge and close the pay gap. Irelands unadjusted 11.3% gender pay gap, last reported in 2019, is below the then EU average of 14.4% (down to 13% in 2020 without Ireland, Greece and the UK reporting) and is explained largely by education, occupation, working time and enterprise size. Thats not to say that equal pay is not still an issue in some businesses and sectors, but this is really about opening up the pyramid of your organisation or sector and seeing where the predominance of men and women sit at all quartiles, and where is the earning power?. The Gender Pay Gap Information Bill aims to help close the gap and achieve gender equality. Journal Media does not control and is not responsible for the content of external websites. WebThe Irish Government enacted legislation which will require Irish organisations to report the details of their Gender Pay Gap. PwC Ireland's overall gender pay gap is now 1% and the overall gender bonus gap now stands at 6.7%. R est Less, which offers advice to the over 50s, said there was a 24% Noteworthy | Marie Daly brings a broad range of commercial and regulatory expertise across a variety of business sectors. The gender pay gap information must be published on the employers website or in some other way that is accessible to all its employees and to the public. The gender pay gap is the difference in the average hourly wage of men and women across a workforce. The 2020 Gender Pay Gap in Ireland came in at 14.4% signifying that women in the State are earning 14.4% less than men, comparatively. Unions, works councils or other employee representative bodies are important stakeholders whose queries are best dealt with early on and before media comment. Over 5,000 readers like you have already stepped up and support us with a monthly payment or a once-off donation. In previous bills, the wording was often too vague and unspecific so employers could find loopholes to get away with underpaying their female employees. site and will not be responded to individually. Published Learn more. To represent this She is recognised as being a practical, straightforward, and commercially focussed lawyer; with a proven capacity to influence at all levels within business and to contribute. Email Ireland's gender pay gap is better than the EU average - what else can be done to fix it? Advancing womens rights and equality is a priority for this Government, and taking real and effective action to end pay inequality for women must be key to that. Eventually, Ireland extended gender mainstreaming to state projects as well. The gender pay gap is the difference in the average hourly wage of men and women across a workforce. Department of Children, Equality, Disability, Integration and Youth, Organisations that need to report on their gender pay gap in 2022, How to calculate the size of the organisation for gender pay gap reporting purposes, Additional information that must be published, How this information should be published in 2022. Organisations are asked to select a snapshot date in the month of June. So every time we advertised a role we ran it through the software just to remove any gender bias, said Nash. The gender pay gap is the difference in the average hourly wage of men and women across a workforce. From The information you submit will be analysed to improve the The gender pay gap remains at its widest for Britains oldest workers, new research suggests. In the case of the gender pay gap (GPG), it is the difference in average hourly Gender equality policies in Ireland were implemented when Ireland joined the European Economic Committee (EEC) in the 1970s. In two years, this will apply to companies with over 150 employees, and in three years it will apply to companies with over 50 employees. The proportions of male and female employees in the lower, lower middle, upper middle and upper quartile pay bands. When it comes to participation in the labour market, women face far greater obstacles than men. You can obtain a copy of the Code, or contact the Council, at www.presscouncil.ie, PH: (01) 6489130, Lo-Call 1890 208 080 or email: info@presscouncil.ie. The presence of an unshifting gender pay gap suggests there are impenetrable barriers to women's promotion within an organisation. It is seen as a marker of the participation of women in senior roles (which are higher paid) in an individual company, sector, or in the country as a whole. FEMALE: 69.9%. That workforce figure will include those who were absent (e.g. There are a few exceptions, however. As well as this, earlier last year the European Commission proposed new measures to increase pay transparency in companies. For more information, seehere. First, decide if the requirements apply. This is because women are better represented within its management group than they are among An Posts much bigger postal sorting, delivery and collection workforce. 06 December 2022 From this month, organisations all throughout Ireland will begin to publish data on their gender pay discrepancies. The statistics must be published together with a statement setting out what, in the employers opinion, are the reasons for any gaps and what measures the employer has taken, is taking or proposes to take to eliminate or reduce those gaps. It published a Code of Practice on Equal Pay in February 2022, the aim of which is to guide employers on equal pay, the elimination of pay inequality and the resolution of pay disputes. On 13 July 2021, the Irish government introduced gender pay gap reporting as a legal requirement in Ireland. Gender pay gap is, at its simplest, the difference between the average wages of men and women (regardless of their seniority). The Gender Pay Gap Reporting regime sits within that context. The specific guidelines around how the law will operate have yet to be published, but it is expected to come into force later this year. Organisations with over 250 employees are being asked to report on their Gender Pay Gap for the first time in 2022. Speaking last year when the law passed through the Oireachtas, Equality Minister Roderic OGorman said that pay transparency is one step closer. Where the employer does not have a website then the report must be made available to the public at the employers place of business or registered office. Organisations with over 250 employees are being asked to report on their Gender Pay Gap for the first time in 2022. Firms of all Ireland - Companies to start reporting on gender pay gaps - November 30, 2022. The definition of employee however extends to cover individual contractors engaged in providing services to the employer. An Post has over 10,000 full-time employees, with the majority being postal operatives working out of Delivery Service Units (DSUs) across the country. The mean and median pay gaps for part-time employees and for employees on temporary contracts. The 2020 Programme for Government contains a commitment to introduce new transparency laws similar to those proposed by the European Commission. The relevant employer must also publish a report setting out, (i) in the employers opinion, the reasons for such differences in that employers case, and. It was restored by the current government and signed into law in July of last year. While a central official website is likely to be made available in the future, reporting on these metrics will, for now at least, require publication on the employers website with the information to remain public for a three year period. The information employers will be asked to include in their report: Employers are also required to publish a statement setting out, in the employers opinion, the reasons for the gender pay gap in their company and what measures are being taken or proposed to be taken by the employer to eliminate or reduce that pay gap. This 12-week averaging is a deficiency in the UK gender pay gap reporting regulations that, sadly, has been carried over by Irish legislators. Persisting gender stereotypes, the glass ceiling preventing women from senior positions, and the fact that women take on a much larger share of family caring responsibilities and unpaid work in the home, are all contributing factors to a significant pay disparity between women and men in Ireland. Emerging out of this conference, a number of key areas were identified that could impact womens equal status in the workforce and bring about positive change. For more information on cookies please refer to our cookies policy. The marriage bar forced employed women to resign from their jobs once married. The bill requires employers to make known any pay differences between female and male employees and to take action to address unjustified differences. 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All employees, full or part time, absent or present, temporary or permanent, are covered. Given that this is a public reporting, it may be wise for some companies to have specific communications for certain stakeholder groups. Please note that TheJournal.ie uses cookies to improve your experience and to provide services and advertising. This is the first time a gender pay gap report While this is encouraging, there is much yet to be achieved on our Introduction. . The Equal Pay Act of 1970 legislated equal pay and equal conditions for men and women. The percentage of male and female colleagues Once this happens, companies with more than 250 employees will be required to publicly publish information on the gap between the earnings of men and women in their organisations. Obviously bringing awareness and highlighting inequities cross sectorally is going to be very valuable and help us to move towards positive change, but looking at the other aspects around caring duties and childcare, around societal norms, theyre real issues that still need to be addressed., Work Equal is now focusing its lobbying efforts on reimagining childcare in Ireland. But lets begin with what workers are covered or not. WebThe gender pay gap is calculated by adding up the wages of all relevant employees and dividing the gure by the number of employees. For the price of one cup of coffee each week you can make sure we can keep reliable, meaningful news open to everyone regardless of their ability to pay. So organisations employing more than 250 will be obliged to comply from a date in December 2022, depending on what snapshot date they chose from the previous June. The Gender Pay Gap Information Act 2021 requires organisations to report on their hourly gender pay gap across a range of metrics. The gender pay gap is the difference between the average hourly wages of men and women across the entire workforce, regardless of seniority. The Act requires the Minister for Children, Equality, Disability, Integration and Youth to make Regulations, requiring employers to publish: The mean and median hourly wage gap, the former reflecting the entire pay range in an organisation and the latter excluding the impact of unusually high earners. The Gender Pay Gap Information Act 2021 was signed into law on 13th July 2021. Luxembourg has the least difference in pay between men and women at 1.3%, while Estonia has the widest gap at 21.7%. It is tailored to take account of the size and structure of employers. Daft.ie, Ireland's gender pay gap is better than the EU average - what else can be done to fix it? Further work is necessitated for Ireland to completely eliminate the disparity, but identifying where the problem originates is the first step toward this goal. Comments, Create an email alert based on the current article, The Explainer is a weekly podcast from TheJournal.ie that takes a deeper look at one big news story you need to know about. (ii) the measures (if any) being taken, or proposed to be taken, by the employer to eliminate or reduce such differences in that employers case. In Ireland, Eurostat data show that the gender pay gap has fluctuated over the past decade. The Gender Pay Gap Information Act 2021 requires organisations to report on their hourly gender pay gap across a range of metrics. Employers will choose a snapshot date of their employees in June 2022 and will report on the hourly gender pay gap for those employees on the same date in December 2022. Organisations are asked to produce a report providing the following details: (a) the difference between the mean hourly remuneration of employees of the male gender and that of employees of the female gender expressed as a percentage of the mean hourly remuneration of employees of the male gender; (b) the difference between the median hourly remuneration of employees of the male gender and that of employees of the female gender expressed as a percentage of the median hourly remuneration of employees of the male gender; (c) the difference between the mean bonus remuneration of employees of the male gender and that of employees of the female gender expressed as a percentage of the mean bonus remuneration of employees of the male gender; (d) the difference between the median bonus remuneration of employees of the male gender and that of employees of the female gender expressed as a percentage of the median bonus remuneration of employees of the male gender; (e) the difference between the mean hourly remuneration of part-time employees of the male gender and that of part-time employees of the female gender expressed as a percentage of the mean hourly remuneration of part-time employees of the male gender; (f) the difference between the median hourly remuneration of part-time employees of the male gender and that of part-time employees of the female gender expressed as a percentage of the median hourly remuneration of part-time employees of the male gender; (g) the percentage of all employees of the male gender who were paid bonus remuneration and the percentage of all employees of the female gender who were paid such remuneration; (h) the percentage of all employees of the male gender who received benefits in kind and the percentage of all employees of the female gender who received such benefits. In 1973, women made up only 27% of Irelands workforce. By 2018, 77.2% of women in Ireland were working. MALE: 89.1%. Department of Children, Equality, Disability, Integration and Youth. For the price of one cup of coffee each week you can help keep paywalls away. The Equal Pay Act of 1970 was supposed to regulate the pay gap between men and women. With effect from 31 May 2022, the obligation for employers in Ireland to report on their gender pay gap ("GPG") has come in to force. Whilst Irelands Gender Pay Gap has fallen from 17.3% in 2007 to 14.4% in 2021, which is now below the EU average of 14.9%, the explanation behind the Gender Pay The current government has said it is committed to ensuring men and women are equally represented in the workforce. Enforcement may also be initiated by the Irish Human Rights and Equality Commission, Irelands national and independent human rights and equality body. A mix of advertising and supporting contributions helps keep paywalls away from valuable information like this article. The workforce threshold numbers will decline on a staggered basis over the next two years but smaller employers with less than 50 employees are exempt. Following this, the European Council agreed a common position on the measures, and they are now due to be debated in the European Parliament. The European Parliament has no involvement in nor responsibility for the editorial content published by the project. This issue has continued to persist despite legislative efforts in the past. Mandatory gender pay gap reporting is new to Ireland and is likely to attract media attention and potential comparisons, particularly for multinational and higher profile companies. With a background as a litigator, employment lawyer, and lobbyist, Marie served as the general counsel of Ibec, the largest Irish lobby and business representative group, for over 16 years before joining the firm. Minister OGorman announces introduction of gender pay gap reporting in 2022. This includes the Anti-Discrimination Pay Act of 1974 and the Employment Equality Act of 1998. The loophole allowed employers to continue discriminatory practices, and decades later, a gender wage gap still exists. Here, only 13 per cent of staff are women, which An Post admits is very low and would like to improve. Where companies could once get away with payment disparities through bonus packages, the bill eliminates this by holding companies accountable in their reports. The Gender Pay Gap Information Act 2021 Do not include any personal details in the box below. The regulations will require organisations with over 250 employees to report on their gender pay gap in 2022. More than 5,000 readers have already pitched in to keep free access to The Journal. This statement will require careful crafting particularly given the potential for media, competitors, unions and other stakeholders interest in this new source of company data, particularly for the more prominent companies. The Employment Equality Act 1998 (Section 20A)(Gender Pay Gap Information) Regulations 2022 detail the reporting requirements for employers in Ireland. Adverts.ie | Yet, the pay gap remained substantial. So the best person for the job, but we had a gender balance at the shortlisting stage.. People at senior level sharing their own experience of moving up the ladder.. Readers like you keep news free for everyone. The company also started a female candidate acceleration programme and worked to support women in creating networks across the company. The information you submit will be analysed to improve the The definition of employee relied upon is contained in the Employment Equality Act 1998 which prohibits employment discrimination, whether direct or indirect, on a number of grounds including that of gender. site and will not be responded to individually. Were extremely mindful that the gender pay gap is a symptom, not a cause. The proportions of male and female employees in the lower, lower middle, upper middle and upper quartile pay bands. The purpose of the legislation is to Users are reminded that they are fully responsible for their own created content and their own posts, comments and submissions and fully and effectively warrant and indemnify Journal Media in relation to such content and their ability to make such content, posts, comments and submissions available. In Ireland, Eurostat data show that the gender pay gap has fluctuated over the past decade. The information you submit will be analysed to improve the That was slightly better than the EU average, which as of 2020 is 13 per cent, Eurostat says. The metrics broadly break down as the differences between: This information must be expressed over 4 pay bands a lower, lower middle, upper middle and upper remuneration pay band. In the years following its foundation, however, Lennon and the charitys workers and volunteers realised that there was only so much they could do to help individual women. The pay gap is the difference in average pay between two groups in a workforce. It has a negative mean hourly gender pay gap of 0.86 per cent, which means women earn slightly more on average than men. Unfortunately, despite increased representation in the workforce, the pay gap between men and women did not diminish. Department of Children, Equality, Disability, Integration and Youth. Irelands gender pay gap is lower than the EU average of 14.1%. One company that has managed to close the gender pay gap ahead of time is An Post, which announced last year that women in the company now earn slightly more than men on average. At the end of last year, MEPs voted overwhelmingly to call EU member states to take practical measures to ensure that women have equal access to the labour market and employment, and that they have equal pay and equal labour rights. Official and detailed guidance is available here. Please familiarise yourself with our comments policy. We realised that we could help the individual woman to succeed by giving her the tools available to us, but that in itself wasnt the answer to the problem, Lennon told The Journal. The naming and shaming of employers with large gaps could spur them into taking action. There are fundamental societal issues that are really glacial in terms of creating change, but we need to look at what an action plan to address these could be.. I think theres a lot of confusion, and thats borne out in the research. And also several decades of feminist campaigners who, through dogged persistence, succeeded in changing official perceptions of the gender pay gap from a desirable, natural and even morally correct facet of the labour market to how it is regarded today: an unfair, pernicious phenomenon that stifles opportunity and ambition. This is a prototype - your feedback will help us to improve it. The gender pay gap in Ireland has been a problem for decades. Organisations then have six months to prepare their calculations before reporting six months later, during December. The Regulations will also require employers to publish a statement setting out, in the employers opinion, the reasons for the gender pay gap in their company and what measures are being taken or proposed to be taken by the employer to eliminate or reduce that pay gap. This is a prototype - your feedback will help us to improve it. Because as much as we could help the individual woman, there were systemic issues that were impeding her progressing to her full potential in the workplace.. The Irish gender pay gap reporting regime will cover a series of metrics, all of which must be reported as a percentage. From 2024, the legislation will apply to organisations with more than 150 employees, while those with 50-plus employees will be brought into the loop from 2025. Covington: a unique capability to advise clients on public policy and governmental regulatory matters around the world. who are of the male gender and who are of the female gender. Marie is a member of the Irish Company Law Review Group appointed by the Minister of Business Enterprise and Innovation, and was deeply involved in the drafting of the comprehensive new Companies Act 2014. This work is co-funded by Journal Media and a grant programme from the European Parliament. It has proven to be The Gender Pay Gap Information Act 2021 (the Act) was signed into law on 13 July 2021. While not legally binding, the Code is useful and is of persuasive value in formal workplace disputes. Enforcement is via individual complaints to the Workplace Relations Commission. Before the Gender Pay Gap Information Bill, the government passed extensive legislation to try to minimize the gap. For the first time, organisations with 250 employees or more must by law publish a report on their website showing how they pay men and women. This can be a tricky area to navigate where workers are on the fringes and with little official guidance available on it, CJEU case law remains the best compass. Marie has significant corporate governance experience in the private and public sector having also served as a Board member of two Irish regulators. It certainly is if you are a woman. The Gender Pay Gap Information Act 2021 has introduced the legislative basis for gender pay gap reporting and regulations under the Act will be published in the coming weeks. Deciding the messages necessary and important to contextualize the gap statistics to those stakeholder groups will be key. However, there remains some mixed messages over what measures should be taken to achieve this, and what the gap actually is. The gender pay gap in Ireland has been a problem for decades. She was responsible for ensuring competition compliance for 38 trade associations and also developed a data protection compliance regime in recent years. FASHION DESIGNER AND entrepreneur Sonya Lennon founded Dress for Success in 2011, with the goal of supporting women in the workforce. These include redesigning childcare in the country, addressing societal norms which place a higher value on mens work, and bringing in new laws to address the gender pay gap in Ireland. Currently, just 13% of postal operatives are women, and Nash says An Post will work to address this and increase female representation at all levels of the company. But employment lawyers believe greater pay transparency will give more women the ammunition they need to take discrimination cases. Until men and women share caring duties, that idea of an equitable society is always going to be kind of elusive, said Lennon. Reporting of the gender pay gap by employers will provide accountability and transparency, helping to ensure that employers address the gender pay disparity between men and women, he said. Alas, experience from the UK shows employers often have no trouble paying shameless, vapid lip service to equality while also maintaining gender pay gaps that are wider than average for their sector. It also grants a minister the ability to get involved with these matters and enforce these rules. The Gender Pay Gap Act requires employers to not only report on the gender pay gap in their organisation, but also places on obligation on employers to provide details of measures being taken to reduce that gap. Men earn 10pc more than women at the ESB, according to its first report under a new law forcing employers to reveal Wire service provided by Associated Press. The mean and median pay gaps for part-time employees and for employees on temporary contracts. They must give a figure for their mean and median hourly gender pay gaps, including the impact of bonuses, based on a snapshot date in June. On International Womens Day, Minister for Children, Equality, Disability, Integration and Youth, Roderic OGorman, has announced details of the introduction of gender pay gap reporting in Ireland. The sole remedy available here is an order directing the employer to comply with the requirements no compensation is payable to complainants. Privacy Policy. , 400px wide Remuneration for work done in the 12 month period to the snapshot date is the basis for the reporting which spans a series of metrics. The gender pay gap is the difference in the average hourly wage of men and women across a workforce. Ireland has introduced new rules setting out how employers need to assess the gender pay gap in their organisations. WebWe developed an iterative process with key internal stakeholders, culminating in a transparent report that holds us accountable to progress and builds broad awareness of the gender WebBreezemount are the UK & IREs leading 2 Person Home Delivery Service provider. It rose from 12.7% in 2011 to a high of 14.4% in 2017, before dropping to 11.3% in 2019, the final year that figures are available. Dress for Success which recently changed its name to Work Equal began to look into the cultural and social barriers preventing women from succeeding in the workplace. For good employee relations, those employees and their representatives should be communicated with either simultaneously or in priority to avoid any misunderstandings that might otherwise arise if employees receive that information from external sources in advance of their employers communication. It is pretty typical of most other EU states and addressing the EU gender pay gap is a key focus for the ECs gender equality policy. Journal Media does not control and is not responsible for user created content, posts, comments, submissions or preferences. However, employers were able to get around this by changing womens job titles, reinforcing the gender pay gap decades later. Gender mainstreaming requires equal opportunities for men and women. They will apply based on workforce numbers de-escalating over a two year period from 2022-2024. This law known as the Gender Pay Gap Information Act was passing through the Oireachtas during the term of the last government, but lapsed when an election was announced in 2020. Airlines, for instance, have super-wide gaps because women are over-represented among cabin crew and under-represented among pilots. site and will not be responded to individually. As a result of joining the EEC, Ireland dropped the marriage bar for women working in civil service occupations. The Regulations which set out the detail on how these calculations will be made are published at the link below: The Employment Equality Act 1998 (Section 20A)(Gender Pay Gap Information) Regulations 2022. The Gender Pay Gap Information Act 2021 was enacted Laura Slattery is an Irish Times journalist writing about media, advertising and other business topics, First Look: Dn Laoghaire Baths are finally set to reopen. . Joining the EU also helped Ireland integrate more women into the workforce through gender mainstreaming on all government projects supported by the EU. (i) The difference between the mean hourly remuneration of employees of the male gender on temporary contracts and that of employees of the female gender on such contracts expressed as a percentage of the mean hourly remuneration of employees of the male gender; (j) The difference between the median hourly remuneration of employees of the male gender on temporary contracts and that of employees of the female gender on such contracts expressed as a percentage of the median hourly remuneration of employees of the male gender; (k) the respective percentages of all employees who fall within each of. Do not include any personal details in the box below. It rose from 12.7% in 2011 to a high of 14.4% in 2017, before dropping to For the price of one cup of coffee each week you can make sure we can keep reliable, meaningful news open to everyone regardless of their ability to pay. The mean and median hourly wage gap, the former reflecting the entire pay range in an organisation and the latter excluding the impact of unusually high earners. The Borgen Project is an incredible nonprofit organization that is addressing poverty and hunger and working towards ending them., https://borgenproject.org/wp-content/uploads/logo.jpg, The Aisyiyah Womens Movement in Indonesia. Then decide the communications strategy. Either way, job candidates should be able to discern which organisations have a bad track record when it comes to paying and promoting women useful information for anyone convinced the sequel to #MeToo must be #PayMeToo. This is a prototype - your feedback will help us to improve it. The Gender Pay Gap Information Act 2021 requires organisations to report on their hourly gender pay gap across a range of metrics. This reporting requirement will help to ensure pay transparency exists in organisations, and will play an important role in achieving gender equality in the workplace. Photograph: Maxwells. TheJournal.ie | (ii) the lower middle remuneration quartile pay band, (iii) the upper middle remuneration quartile pay band, or. The Gender Pay Gap Information Key Public Policy Developments Around the World. Organisations in scope this year (having more than 250 employees) are required to pick a snapshot date from last June and to report the results no later than 6 months later, December 2022. Exploring the concept further is beyond the scope of this blog but worth bearing in mind that workers who may not be classified by an employer as employees may nevertheless qualify as such for the purposes of gender pay gap reporting. The bar was clearly discriminatory and to the disadvantage of women. (iv) the upper remuneration quartile pay band. A lot of people make reference to equal pay, and thats been enshrined in legislation since the mid-70s, said Lennon. A survey carried out by Work Equal last year found that three quarters of people believed that closing the gap is important and should be a priority for government and employers. For further details and analysis, see our detailed article: Gender pay gap reporting has arrived in Ireland. A mix of advertising and supporting contributions helps keep paywalls away from valuable information like this article. The charity aimed to help women achieve economic independence and sustainable employment by giving them the clothing and coaching to succeed in job interviews. Sonya Lennon of Work Equal welcomed the introduction of the Gender Pay Gap Information Act last year, but says that far more needs to be done to ensure equality for women in the workplace. The regulations spring from the Gender Pay Gap Information Act 2021 introduced this year by Minister for Equality Roderic OGorman. Anne-Marie Walsh. , 300px wide The Gender Pay Gap Information Bill works to narrow these possibilities by using more specific wording to apply to all public bodies. The gender pay gap is the difference in the average hourly pay of women compared to men, with the Irish gap standing at 11.3 per cent in 2018. The Act amends the Employment Equality Acts 1998 to 2015 in the form of Any opinions or conclusions expressed in this work is the authors own. The bill also requires companies to report on the payment disparities between employees. The gender pay gap is the difference in the average hourly wage of men and women across a workforce. The Gender Pay Gap Information Act 2021 requires organisations to report on their hourly gender pay gap across a range of metrics. Organisations with over 250 employees are being asked to report on their Gender Pay Gap for the first time in 2022. Irish sport images provided by Inpho Photography unless otherwise stated. Their reporting will be based on the employees they have on this date. And for all our management roles we set a target to have gender balanced shortlists for interviewing. This is YOUR comments community. Support us The EU gender pay gap average was almost 15%, indicating that Ireland is doing better in this regard than other EU states. We had master classes from our management board. So we really need to start tackling the causes of the pay gap, she said. The first compliance deadline looms this December for employers of more than 250 employees. She is recognised as being a practical, straightforward, and commercially focussed lawyer; with a proven capacity to influence at all levels within business and to contribute to policy and legislative development. The gender pay gap refers to the December 08 2022 02:30 AM. the percentage of male and female employees receiving bonus pay and benefits in kind. Marie Daly brings a broad range of commercial and regulatory expertise across a variety of business sectors. Across the EU, the largest part of the gap cannot be linked to factors such as education, occupation or working time and is said to be unexplained. Department of Children, Equality, Disability, Integration and Youth. Feedback on Ireland's gender pay gap is better than the EU average - what else can be done to fix it? Not necessarily. The gender pay gap is the difference in the average hourly pay of women compared to men, with the Irish gap standing at 11.3 per cent in 2018. We and the third parties that provide content, functionality, or business services on our website may use cookies to collect information about your browsing activities in order to provide you with more relevant content and promotional materials, on and off the website, and help us understand your interests and improve the website. Plans are also in place to develop an online reporting system for the 2023 reporting cycle. In 2018, it brought together a large number of stakeholders including business leaders, unions, charities and politicians for a conference. News images provided by Press Association and Photocall Ireland unless otherwise stated. It is also important for Europe in addressing the estimated 30.1% pension gap feeding the at-risk-of-poverty rate disparity between the sexes. The measures include requiring large companies to report on the gender pay gap in their organisations. Consultancy firms have warned employers to begin ahead of time addressing disparities in pay between men and women, as they risk reputational damage once the gap becomes public. The percentage of male and female colleagues who received bonus pay. All companies, public and private, with 250 or more From They must also set out differences in bonus pay and benefits-in-kind, plus the pay gaps for part-time and temporary employees, as well as the proportion of male and female employees in each of four quartile pay bands. WebUnder the Gender Pay Gap Information Act 2021, Intel Ireland is required to report on its gender pay gap across a range of metrics. An Post chief executive David McRedmond, entrepreneur and equality advocate Sonya Lennon and An Post chief people officer Eleanor Nash at the launch of An Post's 2022 Gender Pay Gap Report on Tuesday. On 3 June 2022, the Irish government published the The Regulations which set out the detail on how these calculations will be made are published at the link below: From Organisations employing more than 50 employees come into range a year later in 2024. WebThe Gender Pay Gap Information Act 2021 (and related Regulations) set out the statutory basis for Gender Pay Gap reporting in Ireland. The most recent statistic available on the pay gap in Ireland as of 2017 is 14.4%. This issue has continued to persist despite legislative efforts in the past. It is important to recognize how far Ireland has come toward rectifying inequality, acknowledging the poverty it can induce. Speaking to The Journal, Chief People Officer with An Post, Eleanor Nash, explained how the company managed to fully close the gap: Making a difference Secondly, those with 250 or more employees will calculate the number of employees on a chosen snapshot date in June 2022 and are required to report next month in December 2022. Thirdly, do the detailed metrics. Luxembourg has the least difference in pay between men and women at 1.3%, while Estonia has the widest gap at 21.7%. At the end of last year, MEPs voted overwhelmingly to call EU member states to take practical measures to ensure that women have equal access to the labour market and employment, and that they have equal pay and equal labour rights. Businesses refusing to take a course of action to rectify pay gaps can be held responsible to do so by the government. The reporting requirement will initially apply to organisations with 250 or more employees but will extend over time to organisations with 50 or more employees: The Department of Children, Equality, Disability, Integration and Youth will publish guidance for employers on how gender pay gap calculations should be made. Deciding how best to communicate the gender pay gap if it exists will be important in averting any particular anxieties which may arise for employees and their representatives in particular. on maternity, parental, sick or other leave) on that June date. That would be unequal pay, which has been illegal in the State since 1975. One of them is An Post. Boards.ie | The disparity in the average It can also reflect how young girls are discouraged from pursuing careers in some well-paid professions. Offering a true end to end solution for a wide variety of customers, we operate 7 days a week, 362 days a year providing consumers with a choice which meets their expectations. However, in 2019, Ireland passed the Gender Pay Gap Information Bill to amend previous legislation on the matter. The42 | Irelands unadjusted 11.3% gender pay gap, last reported in 2019, is below the then EU average of 14.4% (down to 13% in 2020 without Ireland, Greece and the UK Organisations with a strong employee engagement ethos are likely to have involved employees in the overall gender pay assessment process however not all will do so. Stay civil, stay constructive, stay on topic. Department of Children, Equality, Disability, Integration and Youth. A gap can point to the clustering of women in less-valued roles perhaps because they have traditionally been performed by women. 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