At O’Callaghan Collection, we are committed to being an equal opportunities employer, fostering a workplace that values diversity and inclusion.
The gender pay gap is determined by comparing the average (mean) and midpoint (median) hourly pay rates of all female and male employees. The percentage difference between these figures represents the gender pay gap. Below are the results specific to our Irish employees:
- Mean gender pay gap for employees is 6%
- Median gender pay gap for employees is 4%
- Mean gender pay gap for part-time employees is 1%
- Median gender pay gap for part-time employees is 3%
- Mean gender pay gap for temporary contract employees is -1%
- Median gender pay gap for temporary contract employees is 3%
The table below shows the respective % of all employees who fall into the respective quartiles:
% Proportion of Males and Females in each Quartile
| Male | Female | |
| Lower Quartile | 46% | 54% |
| Lower Middle Quartile | 54% | 46% |
| Upper Middle Quartile | 52% | 48% |
| Upper Quartile | 64% | 36% |
The mean gender pay gap in O’Callaghan Collection reflects two key factors:
- A predominance of women in operational roles across the business.
- A slightly higher representation of men in senior leadership positions.
Aligned with our commitment to equal opportunities, all roles are open to both male and female applicants. As part of our ongoing efforts, we aim to increase the number of women in senior leadership positions, provided suitable candidates are available.
