Gender Pay Reporting

All companies with 150 or more employees are required to publish their gender pay gap under legislation.

Employers must publish the gap in pay between men and women on both a median and a mean gender pay gap basis.

In addition, employers are required to disclose the distribution of gender by pay quarters by splitting the workforce into four groups (based on a list of eligible employees from the lowest paid to the highest paid) and showing the proportion of men and women in each group.

Gender Pay Reporting Explained

In compliance with government legislation, Natus Manufacturing Ireland has conducted its 2024 Gender Pay Gap analysis, focusing on employees who were employed as of June 30th, 2024. The analysis covers average earnings for the period from July 1st, 2023, to June 30th, 2024.

For the purpose of the reporting, we have named the quarters: Lower Quarter, Lower Middle Quarter, Upper Middle Quarter and Upper Quarter. Employers are also required to disclose percentages of employees receiving bonuses by gender and the gender gap on bonuses.

What is gender pay gap and how is it calculated? 

The gender pay gap indicates not only the salaries of male and female employees, but also the type of roles they fill and the gender diversity across the organization at all levels. The gender pay gap considers two metrics, the median and the mean pay gap results. It is different from ‘equal pay’, which is to ensure that women and men doing equal work receive equal pay.

Mean gender pay gap (average)

The mean gender pay gap is the difference between the average salary of all female employees and the average salary of all male employees.

Median gender pay gap (midpoint on distribution)

The median gender pay gap is calculated by comparing the middle values in the range of salaries for men and women. If you were to group all employees by gender and line them in order of salary from lowest paid to highest paid, the median gender pay gap compares the female in the middle of their line with the middle male.

Understanding the Gender Pay Gap

Our gender pay gap highlights an uneven distribution in the number of men and women across different levels of the organization, particularly at senior management levels, where there are more men than women. This disparity in representation, especially in higher-paying roles, influences the gender pay gap. That said, this report should not be confused with equal pay concerns. Natus Manufacturing Ireland ensures that men and women performing the same roles with equivalent skills and experience are paid equally.

Next Steps

Natus remains committed to addressing gender imbalances across the organization and exploring opportunities to further close the gender pay gap. Our goal is to provide equal opportunities for all employees, ensuring diversity and inclusivity across every level of the organization.