Our Commitment to Diversity and Belonging
Our people are key to the delivery of our business strategy and our aim is to be a truly diverse organisation where every individual feels they can belong and thrive.
On the snapshot date of June 5th 2025 was we are reporting a -6.6% mean Pay Gap, and a 6.8% median Pay Gap. On the Snapshot date there were 50 males and 20 females employed
These results reflect a balance gender representation on Glenmar Ireland’s Senior Leadership team.
Glenmar Ireland is committed to having greater balance at these levels within the organisation and are working to make improvements on an ongoing basis
Within this report we outline the measures we and focused actions we are taking to improve gender diversity and the targets that we have in place to achieve this goal. We strive to attract the best talent from a range of backgrounds and support our employees to work in an environment that nurtures and celebrates diversity for the benefit of our people and our business.
What is the Gender Pay Gap?
Gender Pay Gap is the difference in the total hourly remuneration between male and female employees. The Gender Pay Gap is presented through a number of measures including the difference in median and mean(average) hourly remuneration of all relevant male and female employees.
The mean gender Pay Gap is the difference between the average hourly pay of females
to that of males.
The median gender pay gap is the difference between the hourly pay of females to thatof the ‘middle male’.
It is important to note that the Gender Pay Gap is not the same as equal pay. Equal pay is a legal obligation as an employer to provide equal pay for equal work irrespective of gender. The Gender Pay Gap indicates the difference in average earnings between men and women.
Why is it important?
As an Employer we understand that our workforce needs to be representative of the communities we work in and the customers we serve. Inclusion and Diversity are a cornerstone of how we do business, and we strive to create an environment that cultivates a culture of belonging for our people where they can fulfil their highest. potential.
Overview of Glenmar Ireland’s Gender Pay Gap
Overview of Glenmar Ireland’s Gender Pay Gap
All Employees:
On the snapshot date there were 36 males and 27 females employed.
Mean: -6.6% / Median 6.8%
Part-time/Temporary Employees:
On the snapshot date we had 10 males/6 females on temporary/part-time contracts.
Mean: 4.2% / Median 8.3%
Bonus:
Mean: 7.9% / Median 0.0%
BIK:
On the snapshot date, no employees were in receipt of BIK
Mean: 4.2% / Median 8.3%
Pay Quartiles:
Upper Quartile: Male 67% / Female 33%
Upper Middle Quartile : Male 82% / Female 18%
Lower Middle Quartile : Male 82% / Female 18%
Lower Quartile : Male 56% / Female 44%
How are we working to address our Gender Pay Gap?
How are we working to address our Gender Pay Gap?
In considering our Gender Pay Gap, it is of note that that on the overall Mean Calculation, the female rate is higher. however this is not reflected across the Business, as there are a number of operational roles that traditionally have been difficult to recruit females for.
We are fully committed in Glenmar Ireland to narrowing our gender pay gap through a
range of actions:
Developing our Talent and Acquisition processes
We continue to develop our recruitment processes to attract a diverse range of talent and ensure alignment with industry best practices, focusing on inclusive job descriptions and diverse candidate pools. In 2026, we will aim for gender balanced interview panels and ensure all hiring managers are fully trained which will include unconscious bias training.
We will continue our academic relationships with MTU, and UCC on their placement programmes through Group HR. We are focused on providing development opportunities for young talent, and prioritising female employees in this talent development.
Ongoing development of our Retention Strategies
To promote Employee retention, we facilitate flexible working including part-time
working, and supporting Family Friendly leave. We will continue to consider options for
further flexible working to support employees and retain the value they bring to our
business.
Embedding Inclusive Leadership Behaviours
Development of our people is key to our success and Glenmar Ireland Employees have ongoing access learning platforms and training resources to progress their career paths. In 2025 we began the Introduction of a Performance Management Process to help people develop their Career Paths.
Members of our Senior Management team have undertaken Unconscious Bias training to ensure a culture of inclusion is fostered from the top down.
