Gender Pay Gap Report Humanscale Ireland 2025

EXECUTIVE SUMMARY

The 2025 Gender Pay Gap Report for Humanscale Ireland demonstrates that, overall, female employees earn slightly more on average than their male counterparts, resulting in a negative gender pay gap. This outcome reflects Humanscale’s ongoing commitment to fair and equitable pay practices across all roles and levels of the organisation.

Pay and Representation

• The mean hourly pay for female employees (€26.87) is higher than that of male employees (€24.25), representing a negative gender pay gap of -10.79%.
• The median hourly pay also shows a negative gap of -20%, indicating that female employees are proportionally more represented in higher pay quartiles.
• The distribution of employees across quartiles shows a higher proportion of males in the first and second quartiles (lower pay bands) and females in the third and fourth quartiles (higher pay bands):
  • 1st quartile – 67% male, 33% female
  • 2nd quartile – 71% male, 29% female
  • 3rd quartile – 38% male, 63% female
  • 4th quartile – 50% male, 50% female

Bonuses and Benefits

• Bonus payments were received by 89% of male employees and 90% of female employees.
• The mean bonus pay gap is -105%, and the median bonus pay gap is -66.56%, reflecting higher average and median bonuses for female employees.
• Benefits in kind were received by 65% of male employees and 79% of female employees, indicating a higher level of participation among female employees.

Summary

Overall, the results highlight that Humanscale Ireland continues to maintain equitable pay and reward practices, with no evidence of a gender pay disadvantage for female employees. The findings are largely influenced by workforce composition and the nature of roles across pay quartiles.

Humanscale remains committed to monitoring pay and representation trends, ensuring fairness and transparency, and supporting continued gender balance across all areas of the organisation.

PURPOSE

This report has been prepared to meet the reporting requirements of the Gender Pay Gap Information Act 2021. Its purpose is to provide transparency regarding gender pay differences within Humanscale Ireland and to support ongoing efforts to promote equality and inclusion in the workplace.

METHODOLOGY

This report has been prepared in accordance with the Gender Pay Gap Information Act 2021 and the Employment Equality Act (Section 20A) (Gender Pay Gap Information) Regulations 2022 including amendments to this legislation made in 2024 and 2025.

The data used in this report is based on a snapshot date of 29 June 2025, with the reporting period covering the 12 months preceding this date.

The calculations follow the methodology set out in the regulations. The report includes full-time, part-time, and temporary employees.

The gender pay gap figures represent the difference between the average hourly pay of men and women, expressed as a percentage of men’s pay. Both the mean and median gender pay gaps have been calculated, as well as the mean and median bonus gaps and the proportion of men and women receiving bonuses and benefits in kind.

Pay includes ordinary pay, allowances, sick pay, other regular payments and overtime. Hourly pay has been calculated by dividing ordinary pay plus bonus by total working hours during the reference period. Bonus pay refers to any payments relating to profit sharing, commission, or performance bonuses.

Quartile pay bands have been created by ranking all employees from lowest to highest hourly pay and dividing them into four equal groups, showing the gender distribution within each quartile.

RESULTS

On the snapshot date, the organisation had a headcount of 92 fulltime employees and 4 part time employees. Of this total headcount, 2 are on leave of various kinds. The total headcount on the snapshot date was 96.

Bonus as a %

The % of male and of female employees paid bonuses is 89% male employees and 90% female employees.

Benefits in Kind as a %

The % of male and of female employees who received benefits in kind is 65% male employees and 79% female employees.

Proportion per quartile of male and female employees based on hourly remuneration

Based on the hourly remuneration of all male and female employees, the proportions of male and female employees in each quartile are as follows:

1st quartile – 67% male 33% female

2nd quartile – 71% male 29% female

3rd quartile – 38% male 63% female

4th quartile - 50% male 50% female

Mean hourly remuneration and gender pay gap – all employees

The mean hourly remuneration of male and of female employees is €24.25 for male employees and €26.87for female employees.

The gender pay gap in mean hourly remuneration of all employees is -10.79%.

Mean hourly remuneration and gender pay gap – part time employees

The mean hourly remuneration of male and of female part time employees is €15.00 for male employees and €32.97 for female employees.

The gender pay gap in mean hourly remuneration of all part time employees is -120%.

Mean hourly remuneration and gender pay gap – temporary employees

The mean hourly remuneration of male and of female temporary employees is €12.00 for male employees and €0 for female employees.

The gender pay gap in mean hourly remuneration of all temporary employees is N/A as there are no female temporary employees.

Median hourly remuneration and gender pay gap – all employees

The median hourly remuneration of male and of female employees is €17.48 for male employees and €21.04 for female employees.

The gender pay gap in median hourly remuneration of all employees is -20%.

Median hourly remuneration and gender pay gap – part time employees

The median hourly remuneration of male and of female part time employees is €15.00 for male employees and €32.97 for female employees.

The gender pay gap in median hourly remuneration of all part time employees is -120%.

Median hourly remuneration and gender pay gap – temporary employees

The median hourly remuneration of male and of female temporary employees is €12.00 for male employees and €0 for female employees.

The gender pay gap in median hourly remuneration of all temporary employees is N/A as there are no female temporary employees.

Mean bonus remuneration and gender pay gap – all employees

The mean bonus remuneration of male and of female employees is €1,975.67 for male employees and €4,406.10 for female employees.

The pay gap in mean bonus remuneration of all employees is -105%.

Median bonus remuneration and gender pay gap – all employees

The median bonus remuneration of male and of female employees is €900.58 for male employees and €1,500.00 for female employees.

The gender pay gap in median bonus remuneration of all employees is -66.56%.

ANALYSIS/DISCUSSION

The results indicate a negative gender pay gap for female employees, alongside a slightly higher proportion of women receiving bonuses and benefits in kind. When considering the difference in headcount between male and female employees, it becomes evident that, due to the nature of work carried out at Humanscale Ireland, there are currently more males (54) than females (42) employed—particularly within the first and second pay quartiles. This imbalance contributes to some skewing of the overall data.

When this difference in hiring numbers is accounted for, the size of the negative gender pay gap decreases. Conversely, a higher proportion of females are represented in the third and fourth quartiles, which further influences the data and contributes to a larger apparent negative pay gap.

Humanscale is committed to ensuring that all benefits offered to employees are fair and equitable. However, as many of these benefits are voluntary, employees may choose to opt out for personal or practical reasons. Given the higher number of male employees overall, the variation in benefits-in-kind participation may be partially explained by this difference in headcount.

ACTION PLAN

While the results of this gender pay gap report are positive in that they indicate no gender pay gap for women, nonetheless, they raise some important questions that require consideration which we intend to action as follows:

1. Continue Monitoring and Analysis

• Conduct regular reviews of pay, bonus, and benefits data to monitor gender balance and identify any emerging trends.
• Analyse quartile distributions to improve representation across all quartiles.
• Carry out both headcount-adjusted and unadjusted analyses to better understand the true nature of any pay differentials.

2. Promote Gender Balance Across All Roles

• Review recruitment and promotion processes to encourage a more balanced gender representation, particularly within the first and second pay quartiles where male representation is higher.
• Explore outreach and engagement initiatives to attract more women into roles and departments where they are currently underrepresented.
• Continue supporting internal mobility and career development opportunities to encourage female progression into higher-level roles.

3. Review Pay and Reward Practices

• Ensure that pay decisions are based on objective, role-related criteria and are free from bias using the pay scales and career bands built by Humanscale.
• Carry out periodic pay equity reviews to confirm consistency and fairness in compensation across similar roles.

4. Evaluate Benefits Participation

• Review communication around benefits and bonuses to ensure all employees understand their options and feel equally encouraged to participate.
• Gather feedback from employees on reasons for opting out of voluntary benefits to identify and address potential barriers to participation.

5. Reporting and Transparency

• Continue to share gender pay gap results and improvement initiatives with employees and stakeholders.
• Set measurable goals and track progress annually to demonstrate Humanscale’s commitment to maintaining pay equity and gender balance.

CONCLUSION

Overall, the results of this gender pay gap analysis indicate that Humanscale Ireland maintains fair and equitable pay practices, with a negative gender pay gap demonstrating that female employees earn, on average, slightly more than their male counterparts. This outcome reflects positively on the company’s ongoing commitment to equality and fairness in the workplace.

However, the analysis also highlights that variations in headcount and the distribution of males and females across different pay quartiles influence the results. These structural factors, particularly the higher proportion of males in the lower quartiles and females in the upper quartiles, create some data skewing that must be continually reviewed and understood in context.

Humanscale Ireland remains committed to fostering gender balance and ensuring that all pay, benefits, and opportunities are based solely on merit and performance. Through the actions outlined in this plan, including continuous monitoring, equitable recruitment and promotion practices, and transparent reporting, the company will continue to strengthen its culture of fairness, inclusivity, and opportunity for all employees.