Gender Pay Report
Gender Pay Report 2025
December 2025
CEO Message
We are committed to gender pay equity and publishing our annual Gender pay gap report is an important part of that commitment.
As you will see from the following information, based on our first set of results from last year, we compare well against Irish and EU data which is encouraging.
Nevertheless, we will continue to take steps to improve by supporting development of women in our organisation, the continued implementation of gender-neutral recruitment practices, continued focus on promoting women into leadership roles and support for flexible working arrangements.
We will continue to monitor our progress, and I am confident that by doing so, it will help us to provide the right environment for all employees to thrive and realise their potential.
Marian Cisar, Chief Executive Officer, December 2025
Gender Pay Reporting context
The Gender Pay Gap Information Act 2021 was signed into law in Ireland in 2021 and required all organisations with 250 or more employees to publish their gender pay gap information on an annual basis, commencing in December 2022, including plans to address any gaps.
The Act now extends to organisations with 50+ employees from 2025. As a result, we are now producing and reporting our data.
Gender Pay reporting is calculated by two methods:
- Mean Hourly pay gap
- Median Hourly pay gap
These methods can produce very different results due to the formula’s used in calculation. The Mean Hourly pay gap, in particular, can be significantly skewed by a few very high or low earners.
The Median Hourly pay gap result tends to be less influenced by outliers as it simply shows the middle person in a ranked list for that category.
The Garden House Gender Pay Gap
The report for 2025 is based on a payroll of 86 employees in June 2025.
- 52 Female/34 Male
- 52 Permanent/34 Part time
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Our Mean hourly remuneration pay gap is 7.08%.
This reflects the difference in the average hourly pay of all males in the organisation v the average hourly pay of all females in the organisation. The mean hourly pay for female colleagues is 7.08% lower than male colleagues.
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Our Median hourly remuneration pay Gap is -3.52%
This reflects the difference in hourly rate of the mid placed male employee on a ranked list v that of the mid placed female employee. The hourly pay of the mid placed female colleague is 3.52% higher than the mid placed male colleague.
Part time employees
Our Mean hourly remuneration pay gap (Part time employees) is -14.69%.
This reflects the difference in the average hourly pay of all Part time female employees in the organisation v the average hourly pay of all Part time male in the organisation. The mean hourly pay for female Part time colleagues is 14.69% higher than male Part time colleagues.
Our Median hourly remuneration pay Gap (Part time employees) is -3.28%.
This reflects the difference in hourly rate of the mid placed male employee on a ranked list of all male employees v that of the mid placed female employee on a ranked list of all female employees. The hourly pay of the mid placed female colleague is 3.28% higher than the mid placed male colleague.
Supporting Data as at June 2025
Categories |
||
| % who received benefits in kind | ||
| Male | 2.5% | |
| Female | 0% | |
| % who received paid bonuses | ||
| Male | 0% | |
| Female | 0% | |
| Hourly Pay Quartiles | Male | Female |
| Upper | 45.45% | 54.55% |
| Upper Middle | 54.55% | 45.45% |
| Lower Middle | 45.45% | 54.55% |
| Lower | 34.78% | 65.22% |
Comments on results
The difference between male/female Mean hourly pay rates can be understood better by reference, in particular, to the following:
The primary factor that drives a gender pay gap is the under representation of one gender over another in higher paid roles, relative to the overall gender balance in the company, which creates a gap when you average all salaries. Unequal representation is quite different to unequal pay which occurs where men and women are potentially paid a different rate for the same or equal value role.
This gap does not mean that women in The Garden House are paid less than their male counterparts for the same jobs. We apply the appropriate pay at each grade, regardless of gender and appropriate to level of experience, qualifications etc, to ensure fair pay. The gap is an average figure that reflects that there are fewer women in higher paid senior roles than men, as well as a higher proportion of females in part time roles.
We have a large number of part time colleagues, the majority of whom are female. Mean and Median hourly pay gaps are favourable towards our female collegues.
We have a larger proportion of females in the lower quartile grades and a higher predominance of males in higher quartile grades.
Our Mean Hourly Pay gap compares favourably with the last available comparative data for Ireland and the EU (data from 2022/23).
- Ireland = 8.6 – 9.6%
- EU – 12 – 13%
Follow up actions
This has been our first year to prepare this type of report so the data and analysis is new for us, as well as it is new for employees.
We will take time to review and to interpret more closely what the data means for The Garden House.
We will review Male/Female representation at different levels in the organisation as well as in permanent & part time roles in order to identify how we can best maintain/ensure appropriate balance of representation going forward.
We will also review our policies to ensure that they support gender equality in all respects.
We will continue to support working arrangements that provide colleagues with flexibility which contributes to work/life balance.
