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%
14
CORK CITY COUNCIL GENDER PAY GAP REPORT 2025
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