Gender Pay Gap

Gender Pay Gap Reporting is a statutory requirement in Ireland that aims to improve pay transparency and highlight differences in average earnings between men and women across an organisation. It provides a snapshot of workforce composition at a specific point in time and reflects patterns relating to role distribution, working arrangements and progression, rather than equal pay for equal work, which is already protected by law.

TSG Ireland’s Gender Pay Gap results are influenced by a number of organisational and workforce factors.

During the reference period, one female senior manager was on maternity leave. As remuneration data is based on earnings during the reporting year, including bonus payments, this absence has impacted reported figures within senior management.

Part-time working arrangements are held by a higher proportion of female employees. TSG Ireland actively supports flexible working practices to help employees balance professional and family commitments, recognising the long-term value this brings in terms of engagement, retention and workforce stability.

Average hourly pay for men and women across the organisation is broadly aligned. Variance at median level reflects current role distribution, with a higher concentration of male employees in senior and higher-paid managerial positions.

Benefits in kind primarily relate to company vehicles provided to engineers and certain management roles. Engineering roles have traditionally been male dominated across the sector, however TSG Ireland promotes equality of opportunity and welcomes applications from all genders. All roles are advertised internally and externally to support a diverse and inclusive workforce.

Summary in the following table: Gender Pay Gap Snapshot Table 30-06-2025 (TSG IRE)