Gender Pay Gap Report Ireland

Avidity Group Ltd - Gender Pay Gap Report 2025 (Ireland)

For many years now, the Avidity Group Ltd (Avidity) has prided itself on promoting fairness and transparency for colleagues. This has been embedded through our People policies and practices throughout the colleague life cycle. 

We are committed to the consistent and transparent use of pay ranges, ensuring colleagues who do similar work are paid equitably within the same band. This enables us to remove bias (gender or otherwise) in our approach to pay and promotion.

By offering growth opportunities and focusing our hiring process on transferrable skills and experience, we've successfully maintained a strong gender balance in leadership roles. Our leadership team consists of 47% women and our senior leadership level are 53% women.  

Our good work, however, never ends. At Avidity we believe that diversity and an inclusive culture supports growth and helps us outperform the market. Our data has shown us that we need to focus more on the gender balance of our workforce, and we are committed to examining our data in more detail to help shape our future approach to recruitment, retention and progression within our organisation.

We have introduced flexible working, menopause support, and a transgender policy. We will continue efforts to create supportive environments where everyone can be themselves at work.

What is the Gender Pay Gap (Ireland)?

Under the Gender Pay Gap Information Act 2021, employers in Ireland with more than 250 employees are legally required to report annually on their gender pay gap figures.

The gender pay gap is not about equal pay for equal work (which is already required by law). Instead, it measures the difference in average hourly pay between men and women across the organisation, regardless of role or level.

The Irish regulations require employers to report on the following measures:

1. Mean gender pay gap in hourly pay
2. Median gender pay gap in hourly pay
3. Mean gender pay gap in bonus pay
4. Median gender pay gap in bonus pay
5. Proportion of men and women receiving bonus pay
6. Proportion of men and women receiving benefits in kind
7. Proportion of men and women in each quartile pay band

We are also required to provide a narrative explaining the reasons for our gender pay gap and the measures we are taking to address it.

Our Gender Pay Gap Headlines

Snapshot date: 30 June 2025
Scope: All colleagues employed in our Irish operations (McCurragh, Standout, Wave and Zing)

Hourly Pay

• Mean gender pay gap: 6%
• Median gender pay gap: -1%
• The negative median figure shows that the midpoint female hourly rate is slightly higher than the midpoint male hourly rate. The mean difference is due to a higher proportion of men currently in our upper pay quartile roles.

BONUS PAY

• Mean gender bonus gap: 22%
• Median gender bonus gap: 29%
• Bonus received: 43% of men received a bonus. 40% of women received a bonus

Benefits in Kind

• Received a benefit in kind: 46% of men received a benefit in kind. 45% of women received a benefit in kind.

QUARTILE RANGES

The proportions of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands.

There is a higher concentration of men in our upper two pay quartile roles, which contributes to our overall gender pay gap

Our Commitments

For 2025/2026, our priorities in Ireland include:

• Inclusive recruitment: Following an inclusive recruitment audit, we are prioritising talent acquisition to ensure our workforce reflects the diversity of our customers and communities.
• Pay equity governance: We will continue to monitor the impact of our cyclical pay review processes through our Remuneration Committee to ensure fairness and consistency.
• Better data and disclosure: We will improve DEI disclosure rates to identify potential gaps, supported by insights from our annual DEI colleague survey.
• Awareness and education: Through our DEI Employee Resource Group (with Executive sponsorship) and training for line managers and colleagues, we will continue to drive cultural change and support progression for all.

We are proud of the progress we’ve made so far, but we recognise there is more to do. We are committed to building a workplace in Ireland where everyone has equal opportunities to thrive and succeed.

Jill Ross
CEO
Avidity Group Ltd