Achieving Compliance

Gender Pay Gap Report for a Leading Hospitality Group

One of Ireland’s largest hospitality groups  partnered with us to address the challenges of gender pay disparity. Through a comprehensive approach, we delivered insights, recommendations, and solutions that not only ensured legal compliance but also fostered equity, transparency, and organisational growth.


Objectives

Our work with the client centered on achieving the following goals:

  • Legal Compliance: Ensure full adherence to the Gender Pay Gap Information Act 2021.
  • Root Cause Analysis: Identify drivers of pay disparity and opportunities for improvement.
  • Actionable Strategies: Develop a roadmap to reduce the gender pay gap sustainably.
  • Cultural Shift: Build awareness and foster an inclusive workplace culture.


Client Relationship

We established a close collaboration with the client, engaging leadership, HR, and finance teams at every stage. By fostering open communication, we built trust and alignment around shared goals. Regular workshops and updates ensured all stakeholders were informed and empowered to take actionable steps.


Data Modelling

Leveraging on our cutting edge software technology, we transformed the client’s payroll and workforce data into actionable insights:

  • Interactive Dashboards: Visualised pay data across roles, genders, and pay quartiles.
  • KPI Tracking:  Highlighted key metrics such as mean and median pay gaps.
  • Scenario Modelling: Simulated the impact of proposed interventions.


These tools allowed the client to explore their data in depth, uncover trends, and focus on critical areas for improvement.

Analysis and Insights

Key findings from our analysis included:

  • Underrepresentation in Leadership:  Women were significantly underrepresented in senior roles.
  • Pay Quartile Disparities:  The lower pay quartiles had higher female representation, while the upper quartiles were predominantly male.
  • Bonus Discrepancies:  Bonus allocations were skewed, contributing to the overall pay gap.


Recommendations

Based on our findings, we proposed a set of tailored recommendations:

  • Leadership Programmes: Introduce mentorship and training initiatives for women aspiring to senior roles.
  • Transparent Pay Structures:  Implement regular pay audits and standardised pay reviews.
  • Bias Training: Conduct workshops for hiring managers and executives to address unconscious bias.
  • Recruitment Strategies: Enhance efforts to attract diverse talent for management positions.


Impact and Results

Since implementing our recommendations, the hospitality group has achieved remarkable progress:

  • Reduced Gender Pay Gap: The mean pay gap decreased by 6% within the first year.
  • Increased Representation: Women in leadership roles grew by 15%, reflecting a commitment to equity.
  • Enhanced Engagement:  Employee satisfaction scores, particularly among women, improved significantly.
  • Industry Recognition:  The company is now regarded as a leader in promoting workplace fairness in Ireland’s hospitality sector.


Conclusion

This case study demonstrates how addressing gender pay disparities not only ensures compliance but also strengthens organisational culture, enhances brand reputation, and drives long-term success.





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