Gender Pay Gap Reporting

Introduction

What is the Gender Pay Gap (GPG)?

The gender pay gap measures the difference between the average (median) hourly earnings of men and women, usually shown by the percentage by which men earn more than women. It looks at the pay of all employees in an organisation —regardless of role, grade, contract type, or working hours. It compares the pay of all working men and women, not just those in similar jobs with similar working patterns or with similar competencies, qualifications or experience. This is different from equal pay. Equal pay means paying women and men the same for the same work or work of equal value. UCC is fully committed to equal pay. A gender pay gap can still exist even when equal pay laws are followed.

How is this data analysed and reported?

In University College Cork, we take a collaborative approach in preparing our GPG reporting annually. UCC's Finance Office, People and Culture Department, and the EDI Unit all play an essential part in analysing and interpreting the data, as well as contributing to the reports. All UCC's GPG reports to date are available from the President's Office website (links are also provided in the section below).

Why is this data analysed and reported?

Under the Gender Pay Gap Information Act 2021, as well as under Employment Equality Act 1998 (Section 20A) (Gender Pay Gap Information) Regulations 2022, 2024, and 2025:

• Employers with 50 or more employees must publish this information annually, within six months of a selected date in June, on their website or make it available for inspection at their office. The information must remain accessible for at least three yea
• Employers are required to calculate and publish the differences in mean and median hourly remuneration between male and female employees, including part-time and temporary contract employees.
• Employers must report the differences in mean and median bonus remuneration between male and female employees, as well as the percentage of male and female employees receiving bonuses or benefits in kind.
• Employers must disclose the percentage of male and female employees in each quartile pay band, categorized by hourly pay from lowest to highest.
• If gender-related pay differences are identified, employers must provide a written report explaining the reasons for these differences and any measures being taken to address them.

UCC meets these requirements and is committed to going beyond compliance by providing clear, transparent and meaningful information.

Gender Pay Gap Report 2025

The GPG Report 2025 provides a comprehensive analysis of the pay data between women and men staff, as well as offering insights in the progress and impacts we made as an organisation in addressing the pay gap. Finally, the report outlines actions and initiatives aiming at further tackling the underlying causes.  As shown in the figure below, the GPG data indicates a good improvement in the GPG in our university from 17.4% mean GPG in 2022 to 11.5% in 2025, and from 16% median GPG in 2022 to 11.8% in 2025.

The positive impact of measures in the areas of promotion, recruitment, career development and support is evident in the increase of the proportion of women in senior academic, research, and professional grades and in is turn slowly reducing the GPG.