Gender Pay Gap Report 2023: Sherry Fitzgerald Analysis & Actions
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Sherry
FitzGerald
Gender
Pay
Gap
Report
2023
Gender
Pay
Gap
202
3
3
Sherry
FitzGerald
Group
–
Gender
Breakdown
39%
61%
Female
Male
Gender
Pay
Gap
202
3
5
Initial
findings
•
A comprehensive analysis was carried out across the business from the 1st of July
202
2
to the 30th June 202
3
.
•
The
report
is
based
on
the
hourly
rates
of
pay
and
bonus
pay
between
men
and
women.
•
O
ur
data
shows
that
there
is
a
29% mean gap
(in
comparison to a
30
%
mean
gap
in
2022)
and
a
30% median gap in hourly remuneration
(in comparison to a
28
%
median
gap
in 2022)
.
•
Following
this
exercise,
we
are
clear
that
our
pay
gap
arises
as
a
result
of
a
greater
proportion
of
males
in
senior
positions
in
specific areas
of
the
business.
•
We
are
satisfied
that
we
have
pay
parity
for
men
and
women
in
comparable
roles.
Employees
are
paid
on
a
salary
band
applicable
to
their
role.
Quartiles
In quartile 1 we have a representation of
54%
men
and
46%
women
In
quartile
2
we
have
a
representation
of
40 %
men
and
60%
women.
In
quartiles
3
and
4
our
data
shows
a
higher
representation
of
women
than
men.
(72%
women
and
28%
men
quartile
3
and
67%
women
and
33%
male
in
quartile
4)
The percentage of male and female employees in each quartile pay and band
Bonus Gender Pay Gap
Regarding
bonus
renumeration
53%
of
males
are
in
receipt
of
bonus
compared
to
47%
of
women.
The
mean
bonus
gap
is
3%
while
on
a
median
basis
the
gap
is
14
%
.
Percentage of male and female employee that received bonus
remuneration
Gap
Mean
3%
Median
14%
% In receipt of Bonus
Male
53%
Female
47%
Gender
Pay
Gap
202
3
8
Actions to date to address
the
Gender
Pay
Gap
We
are
passionate
about
attracting
and
retaining
the
very
best
people
and
as
such,
are
constantly
reviewing
our
HR
policies
and
people
strategies.
As
a
company
we
are
committed
and
strongly
support
the
narrowing
of
any
gender
pay
gap
and
as
such
will
promote
current
best
practices
and
company
objectives
as
listed
below.
While
challenges
and
obstacles
exist,
we
are
committed
to
creating
parity
across
all
genders
in
the
workplace
and
create
a
better
culture
for
gender
balance,
transparency,
and
equality.
•
Recruitment
process
–
reviewed and updated job advertisements and job
titles to represent gender neutral language
.
•
Review
ed
gender
balance
in
relation
to
our
promotion
process
with
full
transparency
in
the
selection
process.
•
Continue to
Champion
the
flexible
working
culture
for
men
and
women
across
our
business.
•
Continue
to
promote
a
framework
of
gender
balance
as
part
of
future
succession
planning
and
career
progression
particularly
in
the
upper
quartile
of
senior positions.
•
Raise
d
awareness
of
all
our
family
policies
which
equally
support
all
genders.
•
Ongoing industry benchmarking
to
support
pay
transparency
within
the
organisation.
•
Introduced initiatives
to champion Diversity and Inclusion
through
our People, Value and Culture committees
as part of our
ongoing people plan.
The Gender Pay Gap Report 2023 by Sherry Fitzgerald reveals a 29% mean gap and a 30% median gap in hourly remuneration between men and women, showing improvement from the previous year. The report highlights the distribution of male and female employees across pay quartiles and bonus remuneration percentages. Sherry Fitzgerald has taken proactive measures to address the gender pay gap, focusing on HR policies, recruitment processes, diversity initiatives, and promotion transparency to achieve gender balance and equality in the workplace.
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Presentation Transcript
Sherry FitzGerald GenderPayGapReport 2023
3 Gender Pay Gap 2023 SherryFitzGerald Group GenderBreakdown 39% 61% Female Male
5 Gender Pay Gap 2023 Initialfindings A comprehensive analysis was carried out across the business from the 1st of July 2022to the 30th June 2023. Thereportisbasedonthehourlyratesofpay andbonuspay between menand women. Ourdata showsthatthereisa29% mean gap (in comparison to a 30%meangap in 2022)anda30% median gap in hourly remuneration (in comparison to a 28%median gap in 2022). Followingthis exercise,we are clearthatour pay gaparisesasa resultofa greater proportionofmalesinseniorpositionsinspecific areas ofthebusiness. Wearesatisfiedthatwehave payparityformenandwomen incomparableroles. Employeesare paidonasalarybandapplicabletotheirrole.
Quartiles The percentage of male and female employees in each quartile pay and band In quartile 1 we have a representation of 54% men and 46% women In quartile 2 we have a representation of 40 % men and 60% women. In quartiles 3 and 4 our data shows a higher representation of women than men. (72% women and 28% men quartile 3 and 67% women and 33% male in quartile 4)
Bonus Gender Pay Gap Percentage of male and female employee that received bonus remuneration Regarding bonus renumeration 53% Gap of males are in receipt of bonus compared to 47% of women. The Mean 3% mean bonus gap is 3% while on a median basis the gap is 14%. Median 14% % In receipt of Bonus Male 53% Female 47%
8 Gender Pay Gap 2023 Actions to date to address theGenderPayGap Weare passionateaboutattracting andretainingtheverybestpeopleandassuch,are constantlyreviewingourHR policiesandpeople strategies.Asacompanywearecommittedandstronglysupportthenarrowingofanygenderpay gapandassuchwillpromotecurrent bestpracticesandcompanyobjectivesaslistedbelow. Recruitmentprocess reviewed and updated job advertisements and job titles to represent gender neutral language. Raisedawarenessofallourfamilypolicieswhich equallysupport allgenders. Ongoing industry benchmarkingto supportpaytransparency withintheorganisation. Introduced initiatives to champion Diversity and Inclusion through our People, Value and Culture committees as part of our ongoing people plan. Reviewedgenderbalanceinrelationtoourpromotion processwithfull transparencyintheselectionprocess. Continue to Champion theflexibleworkingcultureformenandwomen acrossourbusiness. Continue to promote a framework of gender balance as part of future succession planning and career progression particularly in the upper quartile of senior positions. Whilechallengesandobstaclesexist,weare committedtocreatingparityacrossallgendersintheworkplaceand createabettercultureforgenderbalance, transparency,andequality.
