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. Led by the People and Culture Department, with UCC's Finance Office and the EDI Unit playing 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.

This reflects the success of the University’s Athena Swan Bronze Action Plan (BAP) 2019-2024 interventions in improving female representation at higher grades in all roles, primarily through improvements in recruitment, promotion, and opportunities processes, as well as promoting flexible working and supporting career development

In November 2024, the first Belonging at UCC: A Strategic Framework for Equality, Diversity and Inclusion 2025 - 2028, was launched. This framework and action plan provide focus, structure, timeframes and accountability for embedding the principles and practices of EDI and gender equality across the institution.

Going forward – initiatives and actions that will target the GPG

In March 2025, UCC was awarded its first Silver Institutional Athena Swan award, highlighting the positive impact of committed, sustained work aimed at reducing the GPG and advancing gender equality more broadly. UCC’s new Gender Equality/Silver Athena Swan (SAP) Action Plan 2024-2029 sets out strategies and objectives to further enhance equality and overall diversity. The plan includes a comprehensive approach to closing the gender gap, including specific measures to address pay disparities and achieve greater gender balance at senior levels. SAP’s three Gender  Equality (GE) and Additional Equality Grounds (AEG) Priority Areas will directly  influence the GPG:

• Improve gender balance at senior leadership roles across the university – Priority Area GE1
• Provide practical support for parents and carers – Priority Area GE3
• Inequality in contracts – Priority Area AEG5

Below are some key actions aimed at reducing the GPG at UCC, directly or indirectly, by embedding EDI principles, supporting careers, improving recruitment and promotions processes, developing EDI data systems, and supporting flexible working and family leave taken from SAP and the corresponding actions from the EDI Framework Action Plan (EDIFAP).