The Gender Pay Gap Information Act 2021 was signed into law on July 13th 2021 and the subsequent regulations were effective from May 31st 2022. Global Shares Ireland is in scope for 2022 and is obliged to provide a report by 31 December 2022.
Global Shares Gender Pay Gap is below the estimated Pay Gap in Ireland (11.3%) and Europe (13%), notwithstanding this, we are fully committed to lowering the gap. A number of pay gap drivers emerged during the analysis, which is primarily:
- Greater number of male employees at senior management levels
- Fewer female employees employed in technology roles
Global Shares remains fully committed to understanding and improving our gender representation at all levels across the organisation. At the core of this will be our values and culture. In order to build a diverse and inclusive work environment, it is essential we underpin this with sustainable change, reinforced by people-related policy.
The information to be reported will include the difference between:
- the Mean and Median hourly remuneration of male and female employees
- the Mean and Median bonus/incentive compensation award of male and female employees
- the Mean and Median hourly remuneration of part-time male and female employees
- the Mean and Median hourly remuneration gap of temporary contract employees
The information will also include the percentage of male and female employees who:
- received bonuses/incentive compensation awards
- received benefits in kind
- are in the lower; lower-middle; upper-middle and upper range pay bands
Please Note: This publication contains general information only and J.P. Morgan Workplace Solutions is not, through this article, issuing any advice, be it legal, financial, tax-related, business-related, professional or other. J.P. Morgan Workplace Solutions’ Insights is not a substitute for professional advice and should not be used as such. J.P. Morgan Workplace Solutions does not assume any liability for reliance on the information provided herein.
