Gender Pay Gap Report

As part of our commitment to equity, the College has published its first Gender Pay Gap report in accordance with Irish Government criteria. 
 
The vision of the College is to have ‘general practice at the heart of patient care, Irish College of GPs at the heart of general practice and GPs at the heart of the College.’ Consequently, we believe that creating a culture based on employee wellbeing, inclusion, diversity and equity is integral to our employees doing their best work. 

We believe that our ability to innovate on behalf of our members relies on the perspectives and knowledge of people from all backgrounds. We actively recruit and develop people from diverse backgrounds to build a supportive and inclusive workplace, and we take steps to ensure employees have a sense of belonging, value, and opportunity.

The College recognises that gender pay gap (GPG) reporting is just one element of a wider strategy to address gender equity. While GPG reporting alone cannot determine or resolve the complex set of causes for these differences, it is a crucial and welcome element. As we strive to be an employer of choice, we take this initiative seriously.

GPG compares the average pay of all working men and women, regardless of their job title, level, working patterns, organisation levels, qualifications, or experience. GPG is an expression of the difference in the overall average earnings between all men and women within an organisation. In the College we are fully committed to equal pay in Ireland in line with the Employment Equality Act, 1998. Equal pay, on the other hand, ensures that people receive equal pay for equal work, regardless of their gender. Therefore, the presence of a GPG does not mean that there is a difference in pay for men and women in the same roles, it often reflects broader disparities in income across an entire workforce.

Our report is taken at a snapshot date on Sunday, 30 June 2024 covering payments for those employed during the 12-month period from July 2023 to June 2024. Our mean hourly gender pay gap for all is 16.48%. This can be explained by the division of the College’s workforce between clinical and non-clinical positions. There is approximately a 50:50 distribution of males: females in our clinical roles whereas the majority of employees in non-clinical roles are female and these roles tend to be less well paid than the clinical roles.  We are encouraged by the median hourly gender pay gap for all at 0.00%.  We recognise that addressing the gender pay gap in the College is a complex and ongoing process and we are committed to continuous improvement, specifically in the area of reward and performance related management.  

In 2024 the College implemented a Reward Management and Pay Policy with the aim of rewarding employees fairly and transparently and to ensure that employees have equal opportunity to progress their careers and enhance their earning potential irrespective of gender, civil status, family status, sexual orientation, religion, age, disability , race or membership of the traveller community. 

The College holds itself accountable to a gender pay gap action plan to strengthen representation and engagement. We have a developed a robust action plan that seeks to support our commitment to maintaining a gender balance including: 

• Succession planning
• Career development and leadership training
• Continuous encouragement and support for all to take ownership in their own development needs aligned to their career aspirations