Gender Pay Gap Report November 2025

Cork CIL Logo: Centre for Independent Living written in blue capitols with the word Cork sitting on top. For the letter O in Cork there is a yellow sun and around this sun are are the words options, rights, empowerment and independence

1. Introduction

Cork Centre for Independent Living (Cork CIL) acknowledges the value of diversity and gender parity in our workplace.  At Cork CIL, we’re dedicated to promoting gender equity and building a working environment where everyone has equal opportunities to succeed. We are invested in promoting an equal, inclusive, and diverse workforce.  This report provides a transparent overview of our gender pay gap.

The provision of equal pay between men and women is an issue of significant policy concern. In response to this, the Government passed the Gender Pay Gap Information Act in July 2021.  From 2025 onwards all organisations with over 50 employees are required to report on their Gender Pay Gap. This is Cork CIL’s first GPG report based on 2024-2025 data. This year’s report will provide the steady baseline for future tracking of the Cork CIL’s GPG.

The Gender Pay Gap Information Act 2021 introduced the legislative basis for GPG reporting in Ireland and requires organisations to report on their hourly GPG.  Organisations with over 50 employees are required to report by selecting a “snapshot” date in the month of June to base their reporting. The snapshot date chosen by the CIL is the 24th of June 2025. A headcount of all employees on this date was carried out and the gender pay information was calculated based on those employees’ remuneration between 7th April 2025 and 24th June 2025.  At the snapshot date CIL had a total of 69 employees with 57 female employees and 12 male employees.

The employment profile and the gender pay gap profile for the reporting period are presented in this report. Cork CIL has a mean gender pay gap of 4.85% in favour of women and a median pay gap of 0.40% in favour of women. The report provides an examination of the reported pay gap.

 

2. Definitions

Gender Pay Gap (GPG): The gender pay gap is usually represented as the average difference in gross hourly earnings of men and women, expressed as a percentage of men’s average gross hourly earnings. A positive gender pay gap indicates that, on average across the employed population, women are in a less favourable position than men. Where the gender pay gap is negative, this indicates the reverse – that, on average, men are in a less favourable position than women.

Relevant date: means the date, in the month of June each year that is selected by a relevant employer for the purposes of the report.

Relevant employee: means a person who is an employee for the purposes of the Employment Equality Act 1998 and is employed by the relevant employer on the snapshot date.

Relevant employer: means an employer with over 50 employees on the snapshot date.

Relevant pay period: means the period ending on the snapshot date.

Working hours: means the hours when a relevant employee is available, or required to be available, at or near his or her place of employment for the purposes of working, but does not include the hours when the relevant employee is asleep, notwithstanding that the relevant employee, by arrangement, sleeps at or near his or her place of employment and the relevant employer provides suitable sleeping facilities for that relevant employee.

Employee Hourly Rate: The hourly remuneration of an employee is calculated by dividing the  employees total ordinary pay in respect of the reporting period by the hours worked for that period. Ordinary pay includes: the normal salary paid to the employee; allowances; overtime; shift premium pay; pay for sick leave; any salary top-ups for statutory leave such as maternity /paternity / parents leave.

Mean Hourly GPG: The mean gender pay gap is the difference in the arithmetic average hourly pay for women compared to men, within our organisation.

Median Hourly GPG: The median gender pay gap is the difference between women’s median hourly pay (the middle-paid woman) and men’s median hourly pay (the middle-paid man). The median hourly pay is calculated by ranking all employees from the highest paid to the lowest paid and taking the hourly pay of the person in the middle.

Quartiles: Employees were organised into quartiles based on hourly remuneration of all male and female full-time employees: lower, lower middle, upper middle and upper. The proportion of male and female employees in each quartile was expressed as a percentage. There is no requirement to show this information for part-time employees or for temporary employees.

Snapshot Date: Employers to whom the reporting obligations apply are required to calculate and publish the gender pay gap information in respect of relevant persons employed by them on the chosen snapshot date.

Ordinary pay: means the following types of remuneration, payable to a relevant employee, before any statutory deductions are made –

a) Basic pay,

b) Allowances,

c) Pay for piece-work,

d) Shift premium pay, or

e) Overtime pay,

f) Pay for sick leave,

g) Any salary top-ups for statutory leaves like maternity leave/paternity leave/parent’s leave/adoptive leave

h) Pay for gardening leave.

But does not include –

a) Remuneration referable to redundancy or termination of employment, or

b) Remuneration other than money

 

Part-time working: A part-time employee in Ireland is defined in law as an employee whose normal hours of work are less than the normal hours of work of an employee who is a comparable employee. For this paper anyone whose full-time employment status (FTE) is less than one is assumed to be working part-time. Part-time does not include anyone who is on or has taken unpaid leave during the reporting period, for example parental leave.

3. Employment Profile

Pie Chart - Mostly Blue Showing Female Employees in Cork CIL. There is a small slice of orange representing the Male employees

All Employees:69  Male Employee’s:12 Female Employee’s: 57

 

Pie Chart: Mostly blue representing the part time employees. There is a slice of orange to represent to Full Time Employees 

Full-time Employees: 8 Part-time Employees: 61

 

Pie Chart: A quarter of the pie chart is blue to represent the 2 full time male employees the other 3/4 of the chart is orange to reflect the 6 full time female employees.

Male Full-time Employees: 2  Female Full-time Employees: 6

 

Pie Chart: 1/5th of the pie chart is blue showing representing the 10 male part time staff compared with the remainder being orange to reflect the female part time staff

Male Part-time Employees: 10  Female Part-time Employees: 51

 

4. Gender Pay Gap Profile

The GPG is the difference in the average hourly wage of males and females across a workforce. It does not take into account any other factors (for example, years of service, grade or any period of statutory leave).

The GPG using the mean hourly rate for the reporting period was 4.85% in favour of female employees. The GPG using the median hourly rate was 0.40% in favour of female employees.

 

 

To depict the Median gender pay gap of hourly rate between male and female staff. Female staff are at €19.95 per hour. Male staff have a median hourly rate of €19.87

 

 

The GPG using the mean hourly rate for the reporting period was 4.85% in favour of female employees.

 

 

 

Gender Breakdown by Quartile: Employees were organised into quartiles based on hourly remuneration of all male and female Employees: lower, lower middle, upper middle and upper.

 

Pie Chart: Blue segment for Males is 23.53% and 76.46% for the orange segment reflecting female staff.

 

Quartile 2 Lower/Middle: Shows a small segment is blue for Male staff and a much larger orange segment reflecting the female staff.

Quartile Upper Middle Pie Chart: about 1/3rd blue section representing male staff and 2/3rd reflecting female staff

5. Analysis

Reasons for the differences relating to remuneration that are due to all the higher grades (7 positions) are filled with all female staff. The majority of all the other staff are all working in the same role and there is no gender pay gap there apart from length of service and their position on the incremental scale.

Cork CIL operates an equality focused recruitment process.  The nature of this work is that it is dominated by woman who are qualified to work in this area.