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UniJobs DAC – Gender Pay Gap Report 2025


This Gender Pay Gap Report has been prepared in accordance with the Gender Pay Gap Information Act 2021 and the Employment Equality Act 1998 (Section 20A) Gender Pay Gap Information Regulations 2022. The figures presented reflect the position as at the snapshot date of 30 June 2025.

UniJobs DAC employed 3,184 people at the snapshot date, comprising two distinct employee groups:

  1. Flexible Talent Workforce – employees engaged on temporary contracts and assigned to work with our public-sector partners.
  2. Internal Employees – our direct workforce working across recruitment, operations, finance, and core administrative functions.

UniJobs DAC is committed to transparency, fairness, and ongoing progress in monitoring and addressing gender representation across our organisation.


Gender Pay Gap Profile

The following metrics are reported in line with legislative requirements:
Where a - % is indicated this is in favour of females

All Employees

  • Mean hourly pay gap: 19% (2024: 26%)
  • Median hourly pay gap: 7% (2024: 13%)

Full-Time Employees

  • Mean hourly pay gap: 6% (2024: 2%)
  • Median hourly pay gap: –4% (2024: –14%)

Part-Time Employees

  • Mean hourly pay gap: 0% (2024: 0%)
  • Median hourly pay gap: 0% (2024: 0%)

Temporary Contract Employees

  • Mean hourly pay gap: 19% (2024: 26%)
  • Median hourly pay gap: 7% (2024: 13%)

Bonus and Benefits in Kind

  • Percentage receiving a bonus: N/A
  • Percentage receiving benefits-in-kind:
    • Male: 0.57%
    • Female: 0.53%


Gender Distribution by Pay Quartile (All Employees)

2025 2024
Male Female Male Female
Upper 47% 53% 49% 51%
Upper Middle 39% 61% 40% 60%
Lower Middle 32% 68% 33% 67%
Lower 37% 63% 32% 68%


Understanding Unijobs’ Gender Pay Gap Profile

UniJobs DAC employs 3,184 people, comprising 61% female (1,945 employees) and 39% male (1,239 employees). The gender pay gap at UniJobs is not caused by unequal pay for equal work, but by the structure and gender composition of our workforce.

Our mean hourly gender pay gap has decreased from 26% in 2024 to 19% in 2025, and our median gap has reduced from 13% to 7%, reflecting a year-on-year improvement. The main contributing factors are outlined below.


1. Workforce Gender Balance (61% Female / 39% Male)

With female employees representing almost two-thirds of the entire workforce, the organisation’s pay averages are strongly influenced by female-dominated role types and assignment patterns. This distribution is a significant factor in explaining why the mean gap remains positive.


2. Gender Profile of the Flexible Talent Workforce (Temporary Contracts)

A significant portion of our workforce (99%) is made up of employees on temporary contracts assignedto public-sector partners.

The mean pay gap for temporary contract employees is 19% (2024: 26%). The median pay gap is 7% (2024: 13%).

Many temporary assignments filled through UniJobs are administrative, clerical, or support roles, which attract more female applicants and align with lower points on public sector pay scales. Because UniJobs does not set pay for these roles, the gender pay gap reflects the composition and pay structures of public-sector assignments rather than internal pay practices.


3. Public Sector Pay Scales Determined Externally

For all temporary flexible workforce assignments, pay rates are set in line with public sector pay scales and are fully determined by the hiring organisation, not by UniJobs. As a result, UniJobs has no discretion to influence or adjust the hourly rates applied to these roles.

Because female employees are more highly represented in lower-graded public sector roles, this externally set pay structure contributes to the overall gender pay gap.


4. Higher Female Representation in Lower and Lower-Middle Pay Quartiles

Our quartile analysis shows that female employees continue to be more represented in the lower quartiles:

  • Lower Quartile: 63% female
  • Lower Middle Quartile: 68% female
  • Upper Middle Quartile: 61% female

This distribution means that the average hourly earnings for females are lower because of the types of roles they occupy, not because females are paid less than male for the same roles.


5. Occupational Segregation in the Irish Labour Market

UniJobs’ workforce composition reflects broader national patterns:

  • Administrative and support roles remain female-dominated sectors.
  • Technical, specialist, and supervisory roles which are often higher paid – tend to attract more male candidates.

This labour market segmentation is visible in the quartiles, where males are more represented in the upper and upper-middle quartiles (47% and 39% respectively).


6. Full-Time and Part-Time Employees

Among full-time employees, the mean hourly pay gap is 6% (up from 2% in 2024), while the median pay gap remains slightly negative at –4% (up from –14%). The negative median indicates that, for the “middle” employee, women are paid slightly more than men, highlighting that overall averages are influenced by higher-paid roles or recent hires at the top of the pay scale. In a small team, individual movements – such as promotions, salary adjustments, or the addition of a new hire to management – can noticeably affect the mean, making the median a more stable reflection of typical pay levels.

For part-time employees, both the mean and median hourly pay gaps remain at 0%, consistent with 2024. The alignment of mean and median underscores that part-time employees are paid equitably regardless of gender, and stability over time suggests that pay practices for these roles are consistently fair.


Measures to Address the Gender Pay Gap

UniJobs DAC is committed to implementing meaningful actions across both the flexible workforce and internal staff groups. While many drivers of the gender pay gap are outside of our direct control, we are committed to meaningful action within our sphere of influence. We have benchmarked best practices from Irish public-sector organisations aligned to public pay scales and are implementing the following measures:

Although pay for temporary assignments is externally determined, UniJobs can influence gender balance through supportive initiatives:


1. Promote equitable access to assignments
  • Ensure fair, transparent, and skills-based allocation of flexible assignments.
  • Conduct regular reviews to monitor assignment distribution by gender.

2. Reduce gender segregation across role types
  • Encourage applications from under-represented genders for higher-graded or specialist assignments.
  • Review job adverts and communications to ensure inclusive, gender-neutral language.

3. Support progression and career development
  • Provide guidance on skills, qualifications, and pathways for higher-grade public sector roles.
  • Offer CV support, signposting to training programmes, and mentoring opportunities.

4. Monitor and report progress
  • Review gender representation across pay quartiles and assignment types annually.
  • Track representation in higher-paid assignments and report transparently.


Conclusion

The 2025 results show a continued reduction in UniJobs’ Gender Pay Gap, with improvements across both mean and median metrics. The overall gap is primarily driven by the structure of the temporary flexible workforce and the gendered nature of administrative roles within the public sector.

The internal workforce demonstrates a balanced pay structure with only minimal variation driven by role type, tenure, and the natural dynamics of a small team.

While many drivers of the gender pay gap are outside our direct control, we remain committed to taking meaningful action within our sphere of influence to support equity and progression.

UniJobs remains committed to transparency and continuous improvement. Through targeted actions across both the flexible workforce and internal teams, we aim to further strengthen fairness, accessibility, and opportunities for all employees.


Gender Pay Gap Explained

The Gender Pay Gap measures the difference in average hourly earnings between males and females across an organisation. It is not a measure of equal pay for equal work, but rather an indicator of gender representation at different pay levels. As required under the Gender Pay Gap Information Act 2021, UniJobs DAC reports the following metrics:

Mean Gender Pay Gap

The mean gender pay gap is the percentage difference between the average hourly pay of male employees and the average hourly pay of female employees. It is calculated by comparing the total remuneration of all male with that of all female, divided by their respective headcounts.

Median Gender Pay Gap

The median gender pay gap measures the difference between the middle hourly pay value for male and the middle hourly pay value for female, expressed as a percentage of the male median. It reflects the midpoint of earnings when all hourly pay amounts are lined up from lowest to highest.

Mean Bonus Gap

The percentage difference between the average bonus received by male and the average bonus received by female.

Median Bonus Gap

The percentage difference between the median bonus value for male and the median bonus value for female, expressed as a percentage of the male median bonus.

Mean Gap for Part-Time Employees

The percentage difference between the average hourly pay of part-time male employees and the average hourly pay of part-time female employees.

Median Gap for Part-Time Employees

The percentage difference between the median hourly pay of part-time male employees and the median hourly pay of part-time female employees.

Bonus Participation Rates

The percentage of all male employees and all female employees who received a bonus during the reporting period.

Benefits-in-Kind (BIK) Participation Rates

The percentage of male and female employees who received a benefit-in-kind.

Mean Gap for Temporary Contract Employees

The percentage difference between the average hourly remuneration of male employees on temporary contracts and that of female employees on temporary contracts.

Median Gap for Temporary Contract Employees

The percentage difference between the median hourly remuneration of male and female on temporary contracts.

Gender Distribution Across Pay Quartiles

The proportion of male and female employees in each of the four pay quartiles:

  1. Lower quartile
  2. Lower-middle quartile
  3. Upper-middle quartile
  4. Upper quartile

These quartiles are created by ranking all employees from lowest to highest hourly pay and splitting them into four equal-sized groups. Each quartile represents 25% of the workforce.