Dun Laoghaire Council’s most recent data indicates that they have a “negative” gender pay gap.
Under the Gender Pay Gap Information Act of 2021, companies employing more than 250 people must disclose their gender pay gap.
“The Mean Gender Pay Gap shows that on average, females are paid 2.37% more than males,” the document reads.
“The Median Gender Pay Gap shows that the median rate of pay for females is 13.21% higher than the median rate of pay for males.”
In the organisation’s fourth annual Gender Pay Gap report, they explain what is precisely meant by the “gender pay gap”. The document stressed that this does not mean women are paid more for the same work as men, noting that this would be completely illegal under pre-existing employment legislation.
“The Gender Pay Gap calculates the percentage difference between the average earnings of males and females irrespective of their role,” the report read.
“The Gender Pay Gap is not the same as equal pay. Employment Equality legislation provides for equal pay for like work. All male and female employees in the local government sector are paid equally for work that is the same or similar or for work of equal value, therefore this report does not examine equal pay.”
Elsewhere it adds: “If an organisation reports a negative gender pay gap, it does not mean that males are paid less than females for doing the same job, but it does indicate that, on average, females occupy higher paid roles than males.
“The larger the positive or negative pay gap is, the more marked the differences in hourly rates of pay will be and the more males or females proportionally working in either higher or lower paid roles within the organisation.”
Notably, the gap exists despite there being more men at both senior management level and organisation-wide.
“As Chief Executive, I am proud to say that Dún Laoghaire-Rathdown County Council is led by a gender balanced senior management staff and we have over almost 1300 employees (58% male and 42% female) including administration, professional, technical, and general services staff teams,” he said Council CEO Frank Curran.
The document added: “Our Senior Management Team comprises the following gender balance 60% Male and 40% Female and we continue to support our staff through Women in Leadership programmes.”
The Council adds that they remain committed to “Equality, Diversity and Inclusion.”