More women than men in higher paid positions in Offaly County Council

Females were paid 4% more than males at Offaly County Council in a 12 month period leading up to and including June 30, 2022 while on that particular date the median rate for female employees was 9% higher than the median rate for men.

The figures are contained in a gender pay gap report which was published by the council this week.

The overall mean gender pay gap was -4%. This figure reflects that there were proportionally more females in higher paid roles than males.

The mean figure also reflects that there were proportionally more males employed within the lower quartile which are generally found in the general services sector.

Offaly County Council employs a workforce of over 500 employees and consists of 41% female and 59% male. 44% work in management and administration, 17% in professional and technical, 29% in general services and 10% in the fire service.

The gender pay gap is the difference in the average hourly wage of men and women across a workforce. Employers with more than 250 employees in Ireland are now required to publish their gender pay gap data.

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Chief Executive Officer Anna Marie Delaney has welcomed the report stating:

''Offaly County Council is led by a management team that values diversity, inclusivity and understands that equality, diversity and inclusivity delivers real benefits in the efficient and effective delivery of public services.

"People are at the core of our organisation. We continue to strive to promote and sustain an inclusive organisational culture which provides equality of opportunity and where every employee feels valued.

"The Gender Pay Gap calculates the percentage difference between the average earnings of males and females irrespective of their role. The Gender Pay Gap is not the same as equal pay. The issue of gender pay differences is an important one, not only to the workplace but to wider society.

"Offaly County Council is a place where all employees have equal opportunities for recognition and career development and where all work related activities are covered by appropriate workplace policies.

"We continue to be committed to addressing workplace barriers to equality, supporting diversity and creating an open and inclusive workplace community.

"Many equality, diversity, inclusion initiatives and supports are already in place, and we will continue to assess and implement new initiatives on an ongoing basis.''