In Ireland, Gender Pay Gap (GPG) reporting is governed by the Gender Pay Gap Information Act 2021 and associated regulations. The legislation requires employers to report on pay differences between men and women in their companies.
At Kent Stainless, we are committed to fostering an inclusive and equitable workplace where every employee feels valued and supported. As part of this commitment, we have completed our Gender Pay Gap report in line with national reporting requirements.
| Year | Hourly/Salary | Bonus | Benefits in Kind | |||||
| Mean | Median | Mean | Median | Male Recipients | Female Recipients | Male Recipients | Female Recipients | |
| 2024 | -58.8% | -6.6% | -14.9% | -2877% | 2.2% | 10% | 9.2% | 20% |
| Gender Distribution by Pay Quartile | ||
| Male | Female | |
| Quartile 1 Upper | 89.80% | 10.20% |
| Quartile 2 Upper Middle | 88.80% | 11.20% |
| Quartile 3 Lower Middle | 92.20% | 7.80% |
| Quartile 1 Lower | 90.20% | 9.80% |
Our Gender Pay Gap analysis shows that, on average, women in our company are paid slightly higher than men. This outcome reflects the structure of our workforce, where a higher proportion of women occupy senior and management roles.
While this indicates progress toward gender representation at leadership levels, we remain committed to fostering an inclusive workplace where all employees have equal opportunities for career advancement and development, regardless of gender. We will continue to monitor our pay practices to ensure fairness and transparency across the company.