Since its establishment in 1958, our people have been at the heart of everything that we do at Ballygarry Estate. We strive to be an employer of choice, a welcoming, inclusive workplace for all.
This report details our Gender Pay Gap metrics for 2024 and the reasons for our Pay Gap. Our Senior Leadership Team is committed to reducing the gender pay gap by continually looking at ways we can improve. We aim to always find the best person for every job, to support and develop our people to ensure everyone has the best chance to succeed and to fairly and equitably acknowledge and reward everyone’s efforts.
The gender pay gap is the difference between men’s and women’s average earnings expressed as a percentage of men’s pay.
A gender pay gap does not indicate discrimination or the absence of equal pay for equal work.
Equal pay compares the pay of men and women doing the same job or work of equal value.
It is illegal to pay a man or woman less for performing the same job purely because of their gender.
Where a gender pay gap exists, it is usually because men and women are not equally represented across all levels of an organisation.
Understanding Gender Pay Gap
The gender pay gap percentage is the difference between the average earnings of men and women expressed as a percentage of men’s pay.
A median gender pay gap is the difference between the median hourly rate of pay for males and females. It is calculated by pinpointing the exact middle point between the lowest paid and the highest paid man and the lowest paid and the highest paid woman and showing the difference between the two figures.
A mean gender pay gap is the difference between the mean hourly rate of pay for males and females. It is calculated by totaling the hourly pay of all female employees and dividing that amount by the number of female employees. The calculation is repeated for male employees and the difference between the two figures is shown.