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
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CORK CITY COUNCIL GENDER PAY GAP REPORT 2025
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