One third of companies see gender pay gap reducing – CIPD
One third of reporting organisations see the gender pay gap reducing, according to research by the Chartered Institute of Personnel and Development (CIPD).
The third and final cohort of organisations prepares for its first deadline later this year.
The Gender Pay Gap Information Act 2021 requires organisations to report on their hourly gender pay gap across a range of metrics.
The 2025 reporting requirements will apply to businesses with 50 or more employees with the final cohort preparing for a November deadline, a month earlier than usual.
In 2022, the threshold was 250+ employees, this threshold was lowered to 150+ in 2024.
Its understood around 6,000 public and private sector organisations will be required to report on their gender pay gap.
CIPD’s research shows that among organisations required to issue a GPG report in 2024, the gender pay gap was unchanged in 49% in the previous 12 months.
It also found that 18% noted an increase in their GPG in the period, while 45% of organisations had yet to submit a report over a month after the closing date.
“Gender pay gap is the broad comparison of pay across all roles, it’s calculated by comparing the average hourly earnings of men and women, and that gap is expressed as a percentage of men’s earnings,” said CPID’s Market Director for Ireland Alison Hodgson.
It’s typically on a specified snapshot date in the month of June and the good news is progress has been made in organisations across Ireland where up to one third of companies have reported a reduction in their gap.”
Ms Hodgson noted that it takes time to move the dial on this issue and its important to understand the structural and systemic causes of the gap a business is experiencing, and how to take a multi pronged approach.
“There are actions that you can take and our CIPD research shows that companies have done things like gender neutral job descriptions, gender neutral and balanced recruitment processes, some leadership and development for line managers, and growing their own talent development through mentorship programmes.”
There are specific metrics that organisations must use to contextualise their data when submitting a report.
The required data includes workers’ full or part time status, hourly pay, bonuses, benefits-in-kind and more.
The report must also identify the size of the organisation’s gender pay gap and what it is doing to reduce or eliminate it.
During the first few years of this system, organisations had six months to get the data together and submit the report.
This has changed for 2025 and is reduced to five months, this means companies need to set a snapshot date this month (June) and then issue the report in November.
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