There is no way around it: Money is an important resource.
Ireland’s gender pay gap is an accumulation of social norms, employment law and family planning which have a significant influence on individuals in employment, and the roles and responsibilities of employers.
” our tendency to sideline the past as impertinent to the present, only to rediscover how central it is, in understanding the driving forces of our world and harnessing them toward a better future.”
In 2014, overall 4.7% of employees earned €1,600 or more per week. The Information and Technology industry does best, with 15.2% of those employed in IT earning €1,600+. There are less women employed in the IT sector. Most senior positions are held by men with more women working in lower paid roles.
Ireland’s Gender Pay Gap Cause => Too Few Women in Management
As noted above there are more women at lower pay grades. One cause of the gender pay pay in Ireland is the dominance of men in leadership positions.
Less women in middle management
Less women in the C-suite
Less women on boards of directors
Ireland’s Gender Pay Gap Cause => It’s Not Education
“Women represented more than half (53.8%) of all third-level graduates in Ireland in 2017.” (CSO, 2017)
As noted above, information and communication is one of the best paid sector, as we see below, STEM subjects continue to be dominated by men. This suggests two questions. 1). why is there such a difference in financial appreciation between sectors? and 2). how can we create gender inclusion within the various sectors so that there are, for example, more men in education and more women in engineering?
Working women with third-level education earn ~8% less per hour than their male peers 3 year after graduating.
#ChooseToChallenge – International Women’s Day 2021 How to support colleagues who are being silenced verbally at work.
Each of us is responsible for our own thoughts and actions. It may not be easy, but we can ‘choose to challenge’ conversational inequality. Prepare a phrase to avoid brain freeze when faced with conversational inequalities.
Tell me what you want, what you really really want …
The wonderful lyrics of the Spice girls 1996 (yes, it’s that long ago) hit song. Sometimes knowing what we really want is a complex mix of work and life priorities, each challenging the other for pole position, and they are just the items that are in our awareness. Knowing where to invest your time, how to ask for what you want in negotiations (link to workshop) or next step in your career can require reflection and analysis of one’s current context.
SDG Target 5.5 states: “Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life”. Gendelity reviews Ireland’s approach to SDG 5.5 at local government level.
“What is the worst that can happen if you ask your colleagues what they are paid?”
Sharing salary information amongst colleagues is a critical way that women have uncovered unequal pay. Consider with whom you may be in a position to share information about both salary and benefits. Perhaps you, like Samatha Barry, can nurture a whisper network worth 10 thousand.
In every country in the world, the average working woman earns less than the average working man. Countries have different average incomes, and different gaps between female and male workers. Which countries have smaller income gaps between male and female? Within each country, what is the absolute amount of the gap between female & male? What is the percentage gap?
Despite being better educated overall, women aged 25-64, with a degree in Ireland earn 28% less than their male counterparts (OECD). In the 2019 workplace 39% of women report experiencing discrimination. 1/3 indicate the discrimination was gender-based (CSO 2019). Globally based on current trends, it will take 257 years to close the gender gap in economic opportunity (UN 2020).
Solid factual information provides a realistic understanding of what salary to expect and ask for. This resource lists reliable salary information for the Irish market to help you prepare for salary negotiation.
Privacy & Cookies Policy
Necessary cookies are absolutely essential for the website to function properly. This category only includes cookies that ensures basic functionalities and security features of the website. These cookies do not store any personal information.