Gender Pay Gap Report - Flipbook - Page 2
Definitions
About TOBIN
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.
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
“We are pleased to publish our second Gender Pay Gap Report,
providing an update on our ongoing e昀昀orts to close the gender
pay gap.
Over the past year, we have made progress in several key areas,
while also recognising there is s琀椀ll work to be done to close the
gap to achieve gender balance. We recognise that our industry
faces an ongoing challenge in addressing gender imbalance, a challenge shared by
many of our compe琀椀tors.
The Mean Gender The Median Gender
Pay Gap
Pay Gap
Gender Pay
Gap
is the di昀昀erence in average hourly
rates of pay between male and female
employees, including ordinary and bonus
pay, during the relevant pay period across
all our employees. The Gender Pay Gap
is represented as the average di昀昀erence
in gross hourly rates of pay for male
and for female employees, expressed
as a percentage of the male employee’s
average hourly rate of pay.
is the di昀昀erence in the
arithme琀椀c average
hourly rate of pay for
female employees
compared to male
employees.
is the di昀昀erence between
the median hourly rate of
pay for female employees
(the middle-paid woman)
compared to the median
hourly rate of pay for male
employees (the middlepaid man).
Quar琀椀les
Bene昀椀t in Kind
Employees are organised into quar琀椀les based
on hourly remunera琀椀on of all male and female
full-琀椀me employees: lower, lower middle,
upper middle and upper. The propor琀椀on of
male and female employees in each quar琀椀le is
expressed as a percentage.
is remunera琀椀on other than salary which is not
included within the meaning of ordinary pay for
the purpose of Gender Pay Gap repor琀椀ng.
2024
63%
2025
37%
64%
36%
Our commitment is to ensure every person has the opportunity to grow, contribute,
and succeed no ma琀琀er their gender.”
Percentage of Male & Female Sta昀昀 in 2024 & 2025
1
GENDER PAY GAP REPORT
