Pwc Ireland’s Gender Pay Gap Narrows To 4.7% In 2020.

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PwC Ireland has reported that its 2020 gender pay gap is 4.7%, an improvement of 1% from 5.7% last year. This is comparable to Ireland’s national gender pay gap of 14%*. The firm also reports its gender bonus gap is now 8.8%, an improvement of 3% from 11.8% last year.

Last year, PwC became the first of the Big 4 Irish professional services firms to voluntarily publish their gender pay gap results, and has committed to publishing the numbers publicly every year as part of a series of actions in the delivery of a Gender Pay Action Plan. 

PwC’s latest analysis shows that its gender pay gap is largely attributable to the fact that there are more men in senior roles in the business. The key drivers narrowing the PwC gender pay gap in 2020 can be attributed to a slight shift in the make-up of the firm’s headcount – an increase in representation of females at the most senior level by 2% – along with PwC’s gender pay gap action plan coming into effect. This includes a more robust application of a gender pay lens throughout the performance and salary review cycle.

Feargal O’Rourke, PwC Ireland Managing Partner, said: “At PwC, we believe in being transparent about our gender pay gap and the journey we are on. Diversity and inclusion is something that is core to our culture. It’s good to report that we are progressing well against our gender pay gap action plan, resulting in a reduction in our pay and bonus gaps from last year. Even more important is the continuing conversation we’re having across the firm about delivery and the practical actions we can take.”

Emma Scott, PwC Ireland People Partner, said: “We remain confident that men and women in our organisation are paid equally for doing equivalent jobs across our business.   

“Our plan for 2020 will be to further progress our gender pay gap action plan, with specific focus on improving the representation of females at the very senior levels in the firm. Continuing to apply a ‘gender lens’ to all recruitment activities will also be critical. While understanding the numbers is key for us, it’s also about holding ourselves accountable to our plan. Ultimately, it’s all about creating an inclusive culture while engaging proactively with our people.”

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