PwC Ireland has reported that its 2020 gender pay gap is 4.7%, an improvement of 1% from 5.7% last year. This is comparable to Ireland’s national gender pay gap of 14%*. The firm also reports its gender bonus gap is now 8.8%, an improvement of 3% from 11.8% last year.
Last year, PwC became the first of the Big 4 Irish professional services firms to voluntarily publish their gender pay gap results, and has committed to publishing the numbers publicly every year as part of a series of actions in the delivery of a Gender Pay Action Plan.
PwC’s latest analysis shows that its gender pay gap is largely attributable to the fact that there are more men in senior roles in the business. The key drivers narrowing the PwC gender pay gap in 2020 can be attributed to a slight shift in the make-up of the firm’s headcount - an increase in representation of females at the most senior level by 2% - along with PwC’s gender pay gap action plan coming into effect. This includes a more robust application of a gender pay lens throughout the performance and salary review cycle.
Feargal O’Rourke, PwC Ireland Managing Partner, said: “At PwC, we believe in being transparent about our gender pay gap and the journey we are on. Diversity and inclusion is something that is core to our culture. It’s good to report that we are progressing well against our gender pay gap action plan, resulting in a reduction in our pay and bonus gaps from last year. Even more important is the continuing conversation we’re having across the firm about delivery and the practical actions we can take.”
Emma Scott, PwC Ireland People Partner, said: “We remain confident that men and women in our organisation are paid equally for doing equivalent jobs across our business.
“Our plan for 2020 will be to further progress our gender pay gap action plan, with specific focus on improving the representation of females at the very senior levels in the firm. Continuing to apply a ‘gender lens’ to all recruitment activities will also be critical. While understanding the numbers is key for us, it’s also about holding ourselves accountable to our plan. Ultimately, it’s all about creating an inclusive culture while engaging proactively with our people.”
Notes to editors:
Key aspects of the ongoing PwC Gender Pay Action Plan are:
Senior leadership commitment: PwC’s leadership team is committed to pay parity for their people and ensuring that insights from the gender pay gap analysis are addressed over time through the execution of its action plan.
Gender focus on all recruitment related activity: PwC is ensuring that its recruitment processes, from graduates to experienced hires, are open and attractive to all.
Learning and development: PwC will continue to develop their people and ensure a gender balanced and inclusive mix of talent.
Allocation of work: PwC will focus on providing equal opportunities for career enhancing roles and review the gender balance on career defining engagements.
Focus on appraisal and reward: PwC will continue to apply a diversity lens to its appraisal and reward process.
In Ireland, it is anticipated that legislation for mandatory gender pay gap reporting for business will be introduced. 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. While significant progress has been made, the legislation has not yet been enacted and there is no confirmed methodology or commencement date.
*Ireland’s gender pay gap is estimated at an average of 14%, according to CIPD April 2019.
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Senior Manager, PwC Ireland (Republic of)
Tel: +353 1 792 7884
Corporate Communications, PwC Ireland (Republic of)
Tel: +353 1 792 6547