- 74% of companies in Ireland agree with the principle of gender pay gap reporting
- 34% fear their pay differentials may be worse than Ireland’s average gender pay gap
- 50% concerned about the cost of addressing the potential gender pay differential
- 70% have yet to explore whether any gender pay bias exists
Dublin, 28th May 2018: Over two thirds of companies in Ireland (67%) are concerned about the potential reputational risks of gender pay gap reporting, and half (50%) worry about the cost that addressing pay differentials might impose on their business, according to a survey carried out by HR and employee benefits consultants, Mercer.
In Great Britain, mandatory gender pay gap reporting legislation was introduced in 2017. Under the legislation, organisations with greater than 250 employees were required to submit their first report last month. The reported data indicates that on average 77% of employers pay men more than women, giving rise to a median gender pay gap of 9.3%. Whilst the majority of employers met the April reporting deadline, to date 585 employers have reported late.
The expectation is that similar legislation could be introduced in Ireland by the end of this year with draft legislation set to be brought before the Oireachtas in advance of the summer recess.
The Mercer 2018 Ireland Gender Pay Gap Snapshot Survey of 67 organisations employing over 110,000 people in Ireland, reveals that companies here agree with the principle of gender pay gap reporting (74%), and believe it would have a positive impact (67%). However, there is concern about the potential negative reputational impact of mandatory disclosures (67%) with a third of companies (34%) fearing that they will under-perform relative to Ireland’s average gender pay gap of 13.9%*. While the Irish gender pay gap is below the comparable EU average of 16.7%, female representation on publicly listed companies is just 13.2% of board members compared to an EU average of 21.2%**.
The survey reveals a surprising lack of preparedness by companies in Ireland for addressing the issue of gender pay differentials. 70% of companies surveyed said they had yet to explore whether any gender bias existed, and less than half plan to conduct an equal pay audit in the next 18 months. Whilst most companies appear to believe there is a value in gender pay gap reporting, there is considerable concern about the potential cost of addressing differentials, with 50% of companies saying they are worried about this issue.
Helen McCarthy, Senior HR Strategy Consultant at Mercer, commented:
“Prompted by some recent high-profile revelations on gender pay differentials, the gender pay gap has received much attention globally. Our survey reveals that organisations in Ireland are taking this issue very seriously amid concerns about the potential reputation impact in the event of mandatory reporting in Ireland. This in turn is sparking different conversations about diversity, inclusion, talent and pay.
It is good to see that almost three quarters of survey respondents agree with the principle of gender pay gap reporting and that two-thirds believe reporting will make a positive difference. However, it is concerning that a large majority of companies have taken no action to discover whether gender bias exists in their pay programmes. In fact, half do not plan to conduct an equal pay audit in the next 18 months while just under half have reviewed policies to improve gender diversity. Clearly, much work remains to be done.”
Commenting on the survey results, John Mercer, Career Leader at Mercer in Ireland noted:
“This is a complex area: although pay programmes may cause gender pay gap issues, most of the gap is caused by the lack of career progression for women and the work and types of roles that women are more likely to do. Furthermore, unconscious bias based on cultural attitudes about the roles of men and women in society plays a part. Companies in Ireland that wish to redress the balance and embrace the benefits of a more diverse workforce need to look beyond pay alone. Initial steps that organisations can take to start addressing this issue include conducting a pay gap analysis and an equal pay audit to help understand what are the underlying factors driving any possible gender pay gap in their organisation.
Employers should also review their diversity and inclusion strategies and benchmark these against local and international best practice. By addressing long-term drivers of the gender pay gap, employers in Ireland will enhance their own competitiveness and will have the opportunity to play a critical role in creating a more equitable society for all.”
Mercer’s Career practice in Ireland recommends that employers who are serious about addressing the gender pay gap and embrace the business benefits of a more diverse workforce should:
- Develop better processes for reporting on the complex issues of the gender pay gap and pay equality
- Conduct an equal pay audit and review policies in order to address any identified pay gaps
- Examine career progression and inclusion for women and promote greater flexibility to drive sustained change
For more information visit https://www.mercer.ie/what-we-do/workforce-and-careers.html
*2014 figures as identified by the European Commission https://ec.europa.eu/ireland/node/684_en
Note: The EU Average Gender Pay Gap was updated in 2016 to16.2%. The 2014 figure of 16.7% has been used in the above for consistency in comparing EU and Ireland averages. 2016 updated EU averages, excluding Ireland, are available here
Results of the Mercer 2018 Ireland Gender Pay Gap Snapshot Survey, which was conducted in January, were based on the responses of 67 major employers in Ireland employing over 110,000 people in Ireland, of which 31% were indigenous Irish companies and 67% multinationals.
Mercer delivers advice and technology-driven solutions that help organizations meet the health, wealth and career needs of a changing workforce. Mercer’s more than 23,000 employees are based in 44 countries and the firm operates in over 130 countries. Mercer is a wholly owned subsidiary of Marsh & McLennan Companies (NYSE: MMC), the leading global professional services firm in the areas of risk, strategy and people. With nearly 65,000 colleagues and annual revenue over $14 billion, Marsh & McLennan helps clients navigate an increasingly dynamic and complex environment. Marsh & McLennan Companies is also the parent company of Marsh,which advises individual and commercial clients of all sizes on insurance broking and innovative risk management solutions;Guy Carpenter, which develops advanced risk, reinsurance and capital strategies that help clients grow profitably and pursue emerging opportunities; and Oliver Wyman, which serves as a critical strategic, economic and brand advisor to private sector and governmental clients. For more information, visit www.mercer.ie. Follow Mercer Ireland on Twitter @Mercerireland.