Gender Pay Gap Audit and Reporting Services

The Irish Human Rights and Equality Commission (Gender Pay Gap Information) Bill 2017 is on track for implementation in Ireland in 2019. This legislation requires employers to calculate and report on their gender pay information annually and will mirror the UK model, which introduced gender pay gap reporting in 2018.

What is the Gender Pay Gap?

The gender pay gap is the aggregate difference between what women are paid compared to men. In 2016, women's gross hourly earnings were on average 16.2 % below those of men in the EU. The highest gender pay gap in the EU was recorded in Estonia at 25.3% and the lowest in Romania at 5.2%. Studies have shown that women are generally paid less than men. Where women are under-represented, the pay gap tends to be higher and can be significant for senior level occupations.

In summary, equal pay is being paid the same for the same/similar work whereas pay gap is the difference in average pay between two groups in a workforce.

Developments in Gender Pay Gap Reporting

Reasons for Gender Pay Gap

The European Commission found that the gender pay gap must be looked at along with other indicators linked to the labour market and identified the following reasons for the gender pay gap existing:

How work is valued

In some cases, women may earn less than men for performing jobs of equal value.

Segregation

Segregation in the labour market reinforces the gender pay gap women and men tend to work in different jobs. 

Stereotypes

Segregation is frequently linked to stereotypes. While around 60% of new university graduates are women, they are a minority in fields like mathematics, computing and engineering, according to the European Commission. 

Work-life balance

More women than men choose to take parental leave. This combined with the lack of childcare facilities, results in women leaving the labour market.   

Calculation and Reporting

Under the proposed Irish legislation, the data published will include the differences in hourly pay, bonus pay, part-time pay and pay of men and women on temporary contacts. Publication of differences in pay by reference to job classification may also be required by this legislation. Initially the legislation will be applicable to employers with more than 250 employees and this threshold will gradually be reduced to employers with more than 50 employees.

Steps to prepare for Gender Pay Gap Reporting

Mazars offers the following services to help companies prepare for the GPG legislation:

Want to know more?

Related pages

Corporate Transformation Program

HR & Organisational Development

Mazars is focused on working with our clients to find the best and most appropriate solutions to your challenges but we can also give you a different perspective in a time when you need it most.

Mazars Consulting Services

Consulting

Mazars consulting is a specialist unit within the Mazars group with an expertise spanning a wide range of areas We operate globally and thus have close links with our international counterparts frequently liaising with them on assignments.

HR.jpg

Cast the net wide to get the best hires

As we approach full employment, the competition for talent is intense, recruitment budgets are small and extra pressure and expectation is being placed on lean HR teams to source and retain staff.