PwC Ireland has published the findings of its gender pay gap analysis, making it the first of the "Big Four" professional services firms to voluntarily report its gender pay results.
PwC Ireland's Gender Pay Gap of 5.7% is well ahead of the national Gender Pay Gap of 13.9%, as reported by Ibec.
Speaking at the announcement, PwC Ireland's People Partner Emma Scott said, "We believe in transparency and communicating our Gender Pay Gap now is a natural next step for us on our Diversity and Inclusion journey. We understand from research and experience in other countries that sharing Gender Pay Gap results can only have a positive impact over time."
"We are confident that we pay all of our people equally for doing equivalent work and our gender pay gap analysis highlights that the gap is largely driven by the fact that there are more men in senior roles within the business. While we have strong female representation at 54% firmwide, this reduces somewhat at very senior levels."
PwC is focused on its Diversity and Inclusion Strategy and taking action that will contribute to improving female representation at the Senior levels within the firm. These actions include having a gender focus on all recruitment-related activities; focusing on learning and development, including developing talent to ensure we have a gender-balanced and inclusive mix of talent; providing equal opportunities for career-enhancing roles and managing performance and reward with a gender lens. PwC is also a founding member of the DCU's Centre of Excellence for Diversity and Inclusion.
Feargal O'Rourke, Managing Partner, PwC Ireland, commented: "At PwC we are committed to creating an inclusive workplace culture where everyone can reach their full potential and by addressing the insights from this analysis. Through our actions we are confident that we can make a real difference and that we can close the Gender Pay Gap over time."
In Ireland, the Government plans to introduce legislation for mandatory gender pay gap reporting for business. This will oblige businesses to publish statutory calculations each year showing the extent of the pay gap between what women earn as a group and what men earn as a group. Gender pay reporting emerged as a policy issue in both the Programme for Partnership Government and the National Strategy for Women and Girls 2017-2020 (NSWG), which proposed it as part of the solution to Ireland’s labour market gender gap.
While significant progress has been made, the legislation is still in draft stage with no confirmed methodology or commencement date. It is expected that no further detail will be available in this area until late 2019.
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