Gender Pay Gap Report Public Facing 2024 Draft 3 - Flipbook - Page 2
About TOBIN
Pay Equity
TOBIN is a mul琀椀disciplinary professional services prac琀椀ce opera琀椀ng in the built
environment and renewables sector in Ireland, with over 70 years’ experience in
infrastructural development since our founda琀椀on by Patrick J Tobin in 1952.
The gender pay gap should not be confused with unequal pay. Unequal pay is when
someone is paid less than another colleague for doing the same job, solely because
of their gender. This kind of discrimina琀椀on is strictly prohibited by equality laws. We
are dedicated to ensuring that we pay all our employees fairly and equally based on
their job posi琀椀on. We review this on an annual basis to ensure fairness.
Our service o昀昀ering in the Irish market uniquely allows us to deliver services not only
within tradi琀椀onal consul琀椀ng civil and structural engineering markets but also service
delivery across a wide range of client sectors where experience in environmental
sciences and climate change is key to unlocking the successful delivery of infrastructural
projects.
Our core, key value-adding services include Project Management, Ecology, Hydrology,
Hydrogeology, Planning and Quan琀椀ty Surveying, all delivered via lean, digitally
enabled teams located across 昀椀ve geographically dispersed o昀케ces in Ireland.
A message from Jean Burke, Head of
People & Culture
“I am delighted to share our Gender Pay Gap report for 2024.
We recognised the signi昀椀cance of using this report to monitor
our progress and uphold our commitment to opera琀椀ng with
respect, integrity, and fairness. It will also help us iden琀椀fy areas
for improvement. As we con琀椀nue to grow and become a more
diverse workforce our goal is to consistently embed our principles
of diversity and inclusion into everything we do.
Our current gender pay gap stands at 16%, a 昀椀gure we are commi琀琀ed to reducing.
We have a higher male percentage in our upper quar琀椀le which highlights the
underrepresenta琀椀on of females in senior posi琀椀ons. At TOBIN, we aim to create an
inclusive workforce where everyone can thrive. I am excited about the future and
eager to bring our commitment to life.”
Definitions
Legislation - The Gender Pay Gap Informa琀椀on Act 2021 introduced the legisla琀椀ve
basis for the gender pay gap repor琀椀ng in Ireland. The Act requires companies to
report their hourly gender pay gap across a range of metrics. These de昀椀ni琀椀ons are
explained below.
Gender Pay Gap
is the di昀昀erence in average hourly
rates of pay between male and
female employees for ordinary and
bonus earnings during the relevant
pay period across all our employees.
Quartiles
The propor琀椀on of male and female in four
is remunera琀椀on other than salary
pay bands. The hourly pay for both male
which is not included within the
and female is arranged from the lowest to
meaning of ordinary pay for the
the highest – this is then divided into four purpose of gender pay gap repor琀椀ng.
quar琀椀les. Then the propor琀椀on of male and
female is calculated for each quar琀椀le.
Percentage of Female
Employees
63%
GENDER PAY GAP REPORT
The Median pay
is the di昀昀erence
between what a
middle-paid female
earns and what a
middle paid
male earns.
Benefit in Kind
Percentage of Male
Employees
1
The Mean
represents the
average hourly pay
for both male and
female employees,
including ordinary
and bonus pay.
37%
