HRLocker Gender Pay Gap Report 2024-2025
How we’re progressing towards pay equity and workplace inclusion
At HRLocker, we are committed to fostering an inclusive workplace where every employee has the opportunity to develop and succeed. Our Gender Pay Gap Report 2024-2025 provides an in-depth analysis of our progress, the challenges we still face, and the steps we are taking to ensure fair pay and career progression for everyone.
We believe transparency is key to making meaningful progress, and we are committed to closing the gender pay gap by 2027.
Why We Publish This Report
Pay equity is an important measure of fairness in the workplace. The gender pay gap is not about equal pay for equal work—it measures the difference in average earnings between men and women across an organisation.
Under the Irish Gender Pay Gap Information Act (2021), HRLocker is required to report on:
- Mean & Median Gender Pay Gap
- Mean & Median Bonus Pay Gap
- Proportion of Employees Receiving Bonuses
- Benefit in Kind Differences
- Representation in Pay Quartiles
This report goes beyond compliance—it reflects our commitment to transparency and progress in creating a balanced and fair workplace.
What We Are Doing to Close the Gap
HRLocker has implemented key policies and initiatives to address the gender pay gap, with a focus on career progression, pay transparency, and recruitment diversity.
✅ 1. Enhanced Pay & Benefits Policies
- Paid Maternity & Adoptive Leave to support working mothers.
- Paid Paternity Leave to promote shared caregiving responsibilities.
- 5% Employer Pension Contribution to enhance long-term financial security.
- Remote working policies to improve work-life balance for all employees.
✅ 2. Leadership Development & Career Progression
- Executive leadership training for women.
- Ongoing mentorship programmes to support career growth.
- Internal career development pathways to ensure equal opportunities for promotion.
✅ 3. Representation in Key Roles
- Recruitment strategies focused on improving diversity in leadership roles.
- Upskilling initiatives to encourage more women into high-paying roles.
✅ 4. Pay Transparency & Equity
- Annual salary benchmarking to maintain fairness.
- Bonus structure reviews to ensure equitable rewards.
- Clearer promotion pathways to eliminate barriers to progression.
Looking Ahead to 2025 & Beyond
While we have made meaningful progress, there is still work to do. HRLocker is committed to closing the gender pay gap by 2027, and we will continue to:
- Expand diversity in senior roles.
- Increase transparency in pay and promotion structures.
- Invest in leadership training and mentorship.
- Track and publicly report on our progress.
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