Pownall and Hampson (Ireland) Limited Gender Pay 2025 Report

Introduction

At Pownall and Hampson (Ireland) Limited, diversity, equality and inclusion are central to who we are and how we operate. As an Irish family-run manufacturing business, we believe that building diverse teams strengthens our organisation, enhances innovation, and supports a positive and balanced working environment for everyone. We are committed to creating a workplace where all employees, regardless of gender, have equal opportunities to grow, develop, and succeed.

A Gender Pay Gap report measures the difference in the average earnings of men and women across an organisation, regardless of role or seniority. It is important to note that the gender pay gap is not the same as equal pay for equal work; rather, it reflects broader patterns related to representation, role types, and workforce structure. Under the Gender Pay Gap Information Act 2021, companies of our size are required to publish this information annually to promote transparency and support continued progress toward workplace equality.

By openly sharing our results and the steps we are taking to improve, we reaffirm our commitment to creating a fair, inclusive, and balanced workforce where everyone has the opportunity to thrive.

Our Gender Pay Results

Outlined below are our gender pay results which included all employees employed by Pownall and Hampson. We are reporting the following:

• We have a mean all employees hourly rate pay gap of 5.56%
• We have a median all employees hourly rate pay gap of 6.22%
• We have a mean part-time employee’s hourly rate pay gap of -2.98%
• We have a median part-time employee’s hourly rate pay gap of -1.07%
• We have a mean temporary employee’s hourly rate pay gap of 4.24%
• We have a median temporary employee’s hourly rate pay gap of 0.30%
• We have mean bonus pay gap of 19.01%
• We have a median bonus pay gap of -14.29%
• The proportion of male employee’s receiving a bonus was 89.74%
• The proportion of female employee’s receiving a bonus was 84.62%
• The proportion of male employee’s receiving BIK was 10.26%
• The proportion of female employee’s receiving BIK was 7.69%

Summary Tables

Explanation of Our Gender Pay Gap

In line with the Gender Pay Gap Information Act 2021, we have analysed the underlying reasons contributing to our gender pay gap. As a family-run Irish manufacturing company, we are committed to ensuring that all employees are treated fairly and that gender has no influence on pay decisions. We do not discriminate on the basis of gender for any role, and no position is ever advertised or targeted toward one gender over another.

Our gender pay gap is not the result of unequal pay for equal work. Instead, similar to trends observed across the manufacturing sector, the gap is primarily influenced by gender representation across different types of roles. Certain functions within our business tend to attract more men, while others tend to attract more women. This reflects industry norms rather than organisational policy. For example, dispatch and warehousing roles, which typically attract more male applicants, can have different pay structures from administrative or support roles, which may attract more women. These patterns of representation across job categories contribute to the differences seen in hourly and bonus pay.

A further factor influencing the bonus pay gap is service-related bonus payments. Our company provides service pay based on an employee’s length of service. At present, a higher proportion of our long-tenured employees are men, which means that service-related bonus amounts are, on average, higher for men. This impacts the mean bonus gap even though the underlying system is applied equally and transparently to all employees.

Overall, our data indicates that the gender pay gap in our company arises from structural and demographic factors, such as role mix and length of service, rather than from unequal treatment or discriminatory pay practices.

Measures we are taking

• Continue to promote a balanced gender representation in all recruitment processes.
• Ensuring transparent promotion pathways.
• Enhancing training and upskilling opportunities for all employees.
• Continuing to support flexible working arrangements where possible.
• Reviewing bonus and BIK policies to maintain fairness.
• Conducting annual reviews of gender representation and pay patterns.

Statement

We confirm that the information contained in this report is accurate and prepared in accordance with the Gender Pay Gap Information Act 2021.