Louth County Council reveals gender pay gap in latest report

Louth County Council has published its Gender Pay Gap Report for 2022.

The Mean Gender Pay Gap shows that on average, males are paid 3.26% more than females. 

The Median Gender Pay Gap shows that the median rate of pay for males is 3.03% higher than the median rate of pay for females.

The Gender Pay Gap calculates the percentage difference between the average earnings of males and females irrespective of their role.

Employers with more than 250 employees in Ireland are now required to publish their gender pay gap data. 

The reporting period is the 12 month period immediately preceding and including the snapshot date. Organisations have six months to prepare their calculations, before reporting six months later during December 2022. 

For Part-time employees at the Council the mean gap was .99% and the median was 2.99%.

Meanwhile the mean gap for Temporary employees was 2.68% and the median 0.92%.

The Council said:

“Publishing our gender pay gap data helps to reinforce our focus on supporting an open and inclusive workplace at Louth County Council. 

“Our organisation is a place where all employees have the same opportunities for recognition and career development and are treated fairly and equitably at work. 

“We continue to be committed to addressing workplace barriers to equality and creating an open and inclusive workplace community. 

“Many equality, diversity and inclusion initiatives and supports are already in place, and we will continue to work in this area.

“The local authority sector gives people the opportunity to play a key role in the positive development of their county and community. 

“As an employer, Louth County Council is committed to providing a positive and supportive environment for employees. 

“The Council offer flexible and family friendly arrangements, blended working, and great career progression and education opportunities.

“Visit our website www.louthcoco.ie and www.localgovernmentjobs.ie to find out more about the work.”

The report also notes that:

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. 

Rates of pay within the sector are agreed through national wage agreements negotiated regularly between employers and staff representatives.

As mentioned, this report does not look at equal pay. 

Every employee, regardless of gender is paid equally for work that is the same or similar or for work of equal value. 

However, differences between what employees are paid can be impacted by a number of complex factors including: 

• Occupational segregation – some job categories or occupations may have traditionally attracted more females than males or vice versa. 

• Working patterns – full-time and part-time work. It may be that more females than males seek part-time work or career breaks and although this does not impact on their hourly rate of pay, it may impact on choices around career progression. 

• Length of service – incremental pay increases may mean that new joiners are paid less than more experienced employees. 

• Time of year – temporary or seasonal workers may be recruited for different roles which may attract a different rate of pay. 

• Gender breakdown of senior roles at higher salaries – a small number of higher paid employees can affect the average figures.

• Gender breakdown of lower paid roles – a large number of lower paid employees can affect the average figures. 

• Societal factors – Factors such as availability of child and/or elder care, how certain jobs or occupations are perceived may impact on career choices.

See the Council’s Gender Pay Gap report here.