Gender Pay Gap Report 2025

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

Contents

1. Introduction...................................................................................................... 3 2. About Us .......................................................................................................... 4 Local Government in Ireland............................................................................................... 4 Cork City Council ............................................................................................................... 5 3. Gender Pay Gap Reporting ................................................................................. 7 Gender Pay Gap Reporting 2025 ......................................................................................... 7 Who is included? ............................................................................................................... 7 What do we mean by the gender pay gap? ........................................................................... 7 Mean and Median Gender Pay Gap ..................................................................................... 7 Quartile Pay Bands............................................................................................................. 9 Bonus and Benefit-in Kind .................................................................................................. 9 Factors that can have an impact on the Gender Pay Gap.................................................... 10 4. Our Figures ..................................................................................................... 12 Mean And Median Gender Pay Gap – All Employees......................................................... 12 Mean And Median Gender Pay Gap - Part-Time Employees .............................................. 14 Mean And Median Gender Pay Gap - Temporary Employees ............................................. 14 Benefit In Kind.................................................................................................................. 15 Bonus Payment ................................................................................................................ 15 5. How We Are Supporting Gender Equality .......................................................... 16

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

1. Introduction Cork City Council is proud to publish its fourth Gender Pay Gap Report for 2025. At the core of our organisation is our people. We are at the forefront of delivering services to our citizens and communities. Our vision is Make Cork City Better .

In Cork City Council we are striving to have a diverse and inclusive organisational culture which provides equality of opportunity and where all colleagues feel valued and engaged in delivering for the City of Cork. Our high-level goals and strategic objectives incorporate the UN Global Sustainable Development Goals, including gender equality. We believe that our workforce reflects the diversity of our great city and that this diversity will be a source of strength for the whole organisation. Our people policies and practices support equal opportunities for recognition and career development. We are committed to continuing to expand and improve the range of equality, diversity and inclusion (EDI) initiatives. This report provides us with an opportunity to examine our organisation and to develop action plans to address workplace barriers to equality and diversity. We will continue with our ongoing commitment and accountability to work towards achieving a fair, inclusive and balanced workplace for all.

Valerie O’Sullivan Chief Executive Cork City Council

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

2. About Us

Local Government in Ireland

There are 31 local authorities and 3 regional assemblies in Ireland. Local authorities are the closest and most accessible form of government to citizens. They have responsibility for the delivery of a wide range of services in their local area, with a focus on making cities, towns, villages and the countryside attractive places in which to live, work and invest. Local authority services make a significant contribution to the physical, cultural, social and environmental development of communities and include housing, planning, infrastructure, environmental protection and the provision of amenities and recreation and community infrastructure. Local authorities play a key role in promoting social inclusion and quality of life and supporting economic development and enterprise at a local level. Local authorities take the lead role in shaping the strategic vision of the county or city. They also work in partnership with other state, public and private bodies in the delivery of critical infrastructure and shared services. Local authorities deliver hundreds of services and implement policy across a range of areas including:

❖ Arts and culture ❖ Climate action ❖ Community services ❖ Economic development ❖ Environment ❖ Housing

❖ Libraries ❖ Parks and open spaces ❖ Planning ❖ Roads and transport ❖ Tourism

Local authority employees come from a wide range of backgrounds with diverse skill sets, qualifications and experience. Roles in the sector include:

❖ Accountants ❖ Administrators ❖ Apprenticeships ❖ Archaeologists

❖ General service and tradespeople ❖ Graduates ❖ Health and Safety ❖ Information technology

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

❖ Architects ❖ Archivists ❖ Conservation officers ❖ Engineers ❖ Fire services

❖ Library services ❖ Planners ❖ Senior management roles ❖ Technicians

Working for Cork City Council gives our employees the opportunity to gain experience at the heart of local government and to make a real difference for Cork City. Everything we do in Cork City Council is geared towards making Cork City a great place to live and work and our employees play a vital role in that ambition.

Cork City Council

Located on Ireland’s scenic south coast, Cork City is the country’s second-largest urban centre and home to over 224,000 people. Since the 2019 boundary extension, Cork has entered a new phase of ambitious growth and development, with its population projected to reach 335,000 by 2040. Backed by over €2.5 billion in investment, this expansion is focused on sustainable, infrastructure-led growth-enhancing housing, transport, public amenities and cultural services across the city. Cork is the 2nd largest English-speaking city in the European Union and a key driver of the southern regional economy. Cork City Council is a large urban local authority with 1,683 employees operating across more than 40 locations. The Council is made up of 31 elected members who represent five wards across the city and play a vital role in shaping local policy, decision-making and strategic priorities. The Council has an annual revenue budget of approximately €325 million for 2025 and delivers a broad range of public services including housing, planning, transport, libraries, parks and recreation, community development, culture and placemaking. Internal services include Finance, ICT, Human Resources, Legal Affairs, and Corporate Affairs. We are committed to increasing the Cork City Council’s capacity and capability to deliver improved public services. We have a clear vision and values for Cork’s future – placing sustainability, innovation, service excellence, and community wellbeing at the heart of everything we do. Cork’s international recognition as a UNESCO Learning City, a WHO Healthy City and one of the

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

EU’s Climate-Neutral and Smart Cities reflects the city’s ambition and global outlook. Cork City Council is committed to delivering high-quality public services by working collaboratively with strategic partners, businesses, communities and neighbourhoods. Together, we are shaping a city that continues to thrive as a vibrant place to live, study, visit, and work.

Workforce Profile

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

3. Gender Pay Gap Reporting

Gender Pay Gap Reporting 2025

The Gender Pay Gap Information Act, 2021 requires organisations with over 50 employees to report on their Gender Pay Gap. 2025 is the fourth year that organisations will have to report on their Gender Pay Gap. Organisations are asked to select a ‘snapshot’ date in the month of June. The reporting period is the 12-month period immediately preceding and including the snapshot date. For local authorities, the snapshot date is 30 June 2025. Organisations have five months to prepare their calculations, before reporting five months later during November 2025. The information must be published on the employer’s website or in some other way that is accessible to all its employees and to the public.

Who is included?

All persons employed by the employer on the snapshot date, including employees not rostered to work on that date and employees on leave. The mean and median figures must also be given separately for part-time and temporary employees.

What do we mean by the gender pay gap?

The Gender Pay Gap calculates the percentage difference between the average earnings of males and females irrespective of their role. The Gender Pay Gap is not the same as equal pay. Employment Equality legislation provides for equal pay for like work. All male and female employees in the local government sector are paid equally for work that is the same or similar or for work of equal value, therefore this report does not examine equal pay. Rates of pay within the sector are agreed through national wage agreements negotiated regularly between employers and staff representatives. Most employees are paid according to an incremental salary scale, and the salary ranges for various roles are available on the local government jobs website at www.localgovernmentjobs.ie

Mean and Median Gender Pay Gap

The Gender Pay Gap calculates the percentage difference between the average earnings of males and females irrespective of their role, using the following measures:

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

MEAN GENDER PAY GAP

This shows the % difference between the average hourly rate of pay for males and average hourly rate of pay for females

(average male hourly rate) – (average female hourly rate) x 100 average male hourly rate

MEDIAN GENDER PAY GAP

This shows the % difference between the median hourly rate of pay for males and median hourly rate of pay for females

(median of male hourly rates) – (median of female hourly rates) x 100 median of male hourly rates

The mean is the average. It is calculated by getting the difference between the average hourly rate of pay for males and the average hourly rate of pay for females (male hourly rate minus female hourly rate), expressed as a percentage of the male hourly rate. If this figure is negative, the average hourly rate of females is higher than the average hourly rate of males on the snapshot date. If this figure is positive, the average hourly rate of males is higher than the average hourly rate of females on the snapshot date. The median is the figure that falls in the middle of a range where the salary of all relevant employees is listed, from the lowest to the highest. This can provide a more accurate representation of the ‘typical’ differences in pay. It is useful to look at both the mean and median figures, as each one can tell us something different about the underlying factors affecting the pay gap. For example, a small number of higher paid employees can impact the mean figure and if this is the case, the median figure may be more representative of difference between what a male and a female is

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

paid. If there is a significant difference between an organisation’s mean and median pay gap, this may indicate that the data is impacted either by the presence of very low earners (making the mean lower than the median) or by a group of higher earners (making the mean higher than the median). It is also important to remember that this report uses data on a snapshot date in June. Gender pay gaps can fluctuate from month to month and across quartile pay bands, depending on changes to headcount. However, headline figures will give a good indication of the differences between average earning between males and females.

Quartile Pay Bands

Dividing employees into four more-or-less equal groups (or quartiles) with pay graded from lowest to highest helps us to examine pay across different levels of the organisation. Organisations must report on the percentage of employees who fall within the lower, lower middle, upper middle and upper quartile hourly pay bands. To group employees into these Quartile, Pay Bands, the organisation lists all employees from lowest to highest, based on their hourly rates. The employees are then divided into four equal groups or Quartiles based on this - lower, lower middle, upper middle and upper. The employer then shows the proportion of male and female employees in each quartile as a percentage e.g. percentage of male employees in the lower quartile and percentage of female employees in the lower quartile (and so on).

Bonus and Benefit-in Kind

Figures must also be provided for bonus payments or benefit-in-kind payments if these apply. Bonus payments do not apply within the local government sector. Benefit in Kind may arise in certain circumstances, such as where some professional fees are paid by the employer.

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

Factors that can have an impact on the Gender Pay Gap

As mentioned, this report does not look at equal pay. Every employee, regardless of gender, is paid equally for work that is the same or similar or for work of equal value. However, differences between what employees are paid can be impacted by several complex factors including: ❖ Occupational segregation – some job categories or occupations may have traditionally attracted more females than males or vice versa. ❖ Work patterns – full-time and part-time work. It may be that more females than males seek part- time work or career breaks and although this does not impact on their hourly rate of pay, it may impact on choices around career progression. ❖ Length of service – incremental pay increases may mean that new joiners are paid less than more experienced employees. ❖ Time of year – temporary or seasonal workers may be recruited for different roles which may attract a different rate of pay. ❖ Gender breakdown of senior roles at higher salaries – a small number of higher paid employees can affect the average figures. ❖ Gender breakdown of lower paid roles – many lower paid employees can affect the average figures. If an organisation reports a positive gender pay gap, it does not mean that females are paid less than males for doing the same job, but it does show that, on average, males occupy higher paid roles than females. If an organisation reports a negative gender pay gap, it does not mean that males are paid less than females for doing the same job, but it does indicate that, on average, females occupy higher paid roles than males.

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

The larger the positive or negative pay gap is, the more marked the differences in hourly rates of pay will be and the more males or females proportionally working in either higher or lower paid roles within the organisation.

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

4. Our Figures

Mean And Median Gender Pay Gap – All Employees

Note: 64%:36% (Male: Female) is the gender breakdown of all employees on 30 June 2025. This is show in the dotted line above. The Mean Gender Pay Gap shows that on average, males are paid 4.07% more than females. The Median Gender Pay Gap shows that the median rate of pay for females is 6.94% higher than the median rate of pay for males.

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

Looking at the distribution of employees across the four Quartile Pay Bands helps us examine pay at different levels of the organisation. These Quartile Pay Bands show the distribution of male and female employees by Pay Band across the organisation. (The organisation lists all employees from lowest to highest, based on their hourly rates, then divides this into four equal Pay Bands or Quartiles - lower, lower middle, upper middle and upper. The employer then shows the proportion of male and female employees in each quartile). The split for each of the 4 quartiles shown above is broadly in line with our workforce demographics of 64% male and 36% female. For there to be no Gender Pay Gap you would expect to see the workforce demographics reflected more closely in each quartile. The quartile 1(lower quartile) above shows near gender parity in headcount with 51% male and 49% female. Further analysis of the job categories across the organisation confirms that 33% of this quartile are male outdoor staff and, 31% accounts for females working in a clerical/administrative role. There is a higher proportion of males in Quartile 2, reflecting that there are proportionately more males at lower-middle pay grades. This reflects roles such as General Operative and Craft positions, that have historically attracted male candidates. Quartile 3 (Upper-Middle) also having gender parity with 52% male and 48% female representation. This quartile is composed of clerical/administrative (24% Male/24% Female) and professional/technical (28% Male/24% Female).Further analysis shows that females in quartile 3 have similar pay to their male counterparts. There is a higher proportion of males in the Quartile 4, reflecting that there are proportionately more males in higher grades in areas such as professional/Technical, managerial and wholetime firefighter roles. This analysis reveals significant areas of achievement and focuses our efforts on key areas for strategic growth. The data shows that pay equity is exceptionally strong in our Lower (Q1) and Upper-Middle (Q3) quartiles, where women and men in similar roles are paid identically demonstrating our commitment to fair compensation practices. Furthermore, the negative median GPG confirms that the female employee earns more

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

than the male across the organisation. Female representation in high earning operational and professional career pathways, specifically in Quartiles 2 and 4, (eg. firefighters and professional/technical positions) remain our priority. By focusing on recruitment, mentorship and succession planning on these quartiles, we can improve gender representation and achieve a balanced mean Gender Pay Gap.

Mean And Median Gender Pay Gap - Part-Time Employees

Cork City Council Gender Pay Gap 2025 Part-time employees for the reporting period to 30 June 2025

MEAN GENDER PAY GAP

MEDIAN GENDER PAY GAP

-10%

-20.44%

Approximately 11% of all our employees on the 30 th of June were working part-time. Of these 13% are male and 87% are female. Factors influencing the pattern of part-time employees across the organisation include a range of flexible work-life balance policy. While these policies are available to all employees, there is a greater take-up in administrative and clerical job categories. Another factor is job categories where part- time work is an occupational feature of the role, including the library service, school wardens.

Mean And Median Gender Pay Gap - Temporary Employees

Cork City Council Gender Pay Gap 2025 Temporary employees for the reporting period to 30 June 2025

MEAN GENDER PAY GAP

MEDIAN GENDER PAY GAP

7.87%

5.48%

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

On 30 June 2024, 10% of our staff were employed on temporary contracts. Of these, 49% are male and 51% are female. These temporary/seasonal contracts are primarily for clerical / administrative and professional / technical roles across a wide variety of organisation roles such as school wardens, general operatives, and graduates.

Benefit In Kind

Benefit in Kind does not feature as part of pay in Cork City Council.

Bonus Payment

Bonus payments do not feature as part of pay in the local government sector.

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

5. How We Are Supporting Gender Equality

Fair and transparent recruitment practices

We at Cork City Council are an equal opportunity employer, and we welcome applications from all suitably qualified individuals, regardless of gender, age, racial or ethnic background, membership of the Traveller community, religion or beliefs, family or civil status, sexual orientation, gender identity, or disability. We strive to operate a fair and transparent recruitment process by providing clear instructions when completing application forms. During the application process we provide applicants with the opportunity to inform us of any specific arrangements that may need to be made if they were to be called for interview. We also advise every candidate invited to interview to consult our guidance documents, which can be accessed on our website, to help them prepare in advance of their interview. We ensure fairness in our interview procedures by providing comprehensive training for all interviewers equipping them with consistent documentation and guidance and by maintaining gender-balanced interview boards. Through our internal communications, we encourage all employees to apply for opportunities for career progression when they arise within the organisation. Cork City Council promotes career advancement opportunities by providing staff members with relevant training and implementing a Performance Management Development System. There is transparency around our salaries; employees receive annual increments subject to their salary scale.

Work life balance

We offer a wide range of flexible working and leave options which are available to all employees, including carer’s leave, career breaks, paid maternity and adoptive leave, paid paternity leave, parent’s leave, parental leave, shorter working year schemes, work- sharing.

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

Blended working

Blended working is now a part of our flexible working policies with flexible options to combine office and home/hub working. This policy was introduced in June 2022 as an organisation-wide change to the way in which we worked as an organisation.

Learning and development

Our vision is to empower our employees to be agile, adaptable, resilient, and effective in delivering quality services to our customers. In 2025 we have undertaken several initiatives to achieve these objectives. Our Employee Development Programmes are competency-based upskilling programmes. We ran a total of 19 programmes in 2025 for staff at all grades and have continued to expand our Mentoring programme with over 60 participants with a 50:50 split between males and females. For 2025/26 we have approved 74 applications through the council’s Study Assistance Scheme which assists employees to upskill through academic programmes under this scheme. We have a 60% male and 40% female uptake for the scheme which reflects the overall gender breakdown for the organisation. We continue to enhance our comprehensive onboarding process, culminating in Induction, where new and returning employees are integrated and welcomed to the organisation.

Health and wellbeing

Belonging is one of the four pillars of the Cork City Council People Strategy, with the goal of creating a healthy workplace. A healthy workplace prioritises employee well-being by supporting work life balance, and mental and physical health. In 2025 Cork City Council worked on the development of a Wellbeing Strategy and a Workplace Health Promotion Programme. There was a focus on Men’s Health this year, with several health orientated webinars and information sessions delivered on Prostrate Cancer, Nutrition & lifestyle, Yoga classes and Men’s Health In Numbers . Cork City Council have actively participated in the HSE SunSmart campaign and Green Ribbon mental health awareness campaign.

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

We have also promoted lifestyle information sessions throughout the year on topics such as mental health, stroke awareness, mindfulness, menopause awareness, heart health, grief in the workplace and suicide awareness. We supported our City Council Choir who performed at a number of events throughout the year such as the Cork International Choral Festival and our Ecumenical Service. The Council continues to actively promote the Employee Assistance Programme, Occupational Health & Wellbeing, and the Bike to Work Scheme continuing the Council’s commitment to fostering a culture of wellness within the organisation.

Dignity at work

We promote and support a culture of dignity, respect and equality. We have a Dignity at Work Policy which was updated during 2025. Our Supervisory Development Programme supports our work in this area. equality, diversity and inclusion. Another goal of the Belonging pillar of the Cork City Council People Strategy, is promoting diversity, equity, inclusion and belonging (DEIB). Cork City Council is continually developing as an employer of choice, to attract, develop and promote an inclusive and diverse employee population.

An LGBTI+ Social Inclusion Development Officer was appointed this year and a monthly LGBTI+ staff network meeting has been established.

Cork City Council commenced participation in a Women in Leadership programme in 2021 run by Co-Operation Ireland. We have 31 women in the organisation who have undertaken the programme to date along with another 10 who are currently undergoing the programme for 2025/2026. The aim of the programme is to continue to develop future female leaders within Local Government by developing effective personal leadership styles and building resilience in the workplace.

We continue to provide employees with mentoring opportunities, flexible working arrangements and targeted training programmes designed to empower all staff.

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

Public sector duty

Cork City Council progressively embeds the Public Sector Duty in its current management, policy development and service delivery processes. The Public Sector Duty is set out in Section 42 of the Irish Human Rights and Equality Commission Act, 2014. Section 42 requires a public body, in the performance of its functions, to have regard to the need to eliminate discrimination, promote equality of opportunity and treatment of its staff and the persons to whom it provides services and protect human rights of its members, staff and the persons to whom it provides services. Public bodies are required to set out in a manner that is accessible to the public in its strategic plan an assessment of the human rights and equality issues it believes to be relevant to its functions and purpose and the existing or proposed policies, plans and actions to address those issues. Furthermore, public bodies are required to report annually on developments and achievements in that regard in its annual report in a manner that is accessible to the public. Cork City Council acknowledges the commonality of purpose stated in both the “Duty” and Gender Pay Gap reporting requirements and the publication of this report serves to underline and support the three-step approach advocated by the IHREC i.e., Assess, Address and Report.

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

Data collection and evidence-based policy development

We welcome the opportunity to report on our gender pay gap and have worked collaboratively across the sector to provide a standard and consistent approach to reporting. We will work with the LGMA and our colleagues in other local authorities to share learnings and best practices.

Our People Strategy

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

GENDER PAY GAP REPORT 2025

CORK CITY COUNCIL GENDER PAY GAP REPORT 2025

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