Richard McKeown

Gender Pay Gap Reporting: What It Is and What You Need to Do About It

Gender Pay Gap Reporting is more than a compliance requirement – it’s a vital tool for understanding equality in your organisation and taking action to build a fairer workplace. If your business has over 50 employees, now is the time to ensure you’re on top of your obligations and understand what they mean for your company culture and brand reputation.

In this blog, we break down who Gender Pay Gap Reporting applies to, what’s involved, and we’ll give you five practical next steps to help your business stay compliant and forward-looking.

What Is the Gender Pay Gap?

First, let’s clarify what the gender pay gap is – and what it isn’t.

The Gender Pay Gap is the difference between the average hourly earnings of men and women across an organisation. It’s expressed as a percentage of male earnings. For example, if the average male hourly wage is €20 and the average female wage is €18, the gender pay gap is 10%.

Importantly, the gender pay gap is not the same as unequal pay. Unequal pay is when men and women are paid differently for doing the same job, which is illegal. The gender pay gap, however, highlights broader issues such as underrepresentation of women in senior roles or overrepresentation in part-time positions.

Who Is Required to Report?

As of this year, Gender Pay Gap Reporting is mandated under the Gender Pay Gap Information Act 2021 to organisations with 50 or more employees.

The reporting date is based on a “snapshot” of your workforce taken in June, with your report due five months after that date (corresponding date in November, 2025)

What Are the Reporting Requirements?

Organisations must publish a report containing:

1. Mean and median hourly pay gap between men and women.
2. Mean and median bonus pay gap.
3. Proportion of employees receiving bonuses and benefits in kind, broken down by gender.
4. Proportion of male and female employees in each pay quartile.
5. Explanations for the gaps, and what the organisation is doing to address them.

The report must be submitted and be published on the company’s website in a publicly accessible location and remain available for at least three years.

Why It Matters

Beyond legal compliance, Gender Pay Gap Reporting is a chance to demonstrate your organisation’s commitment to fairness, transparency, and diversity. Customers, jobseekers, and investors are increasingly scrutinising companies’ social impact – your Gender Pay Gap Report is part of that picture.

A well-presented report with meaningful commentary shows you’re serious about creating an inclusive workplace and can help attract and retain talent.

Five Next Steps for Employers

If you’re preparing to report this year – or you want to get ahead of future requirements—here are five steps to take now:

1. Confirm Headcount and Eligibility

Check your employee numbers now to ascertain eligibility.

2. Identify a Reporting Team

Assign responsibility for reporting to HR, payroll, or a dedicated compliance team. The process involves sensitive data handling, calculations, and communication so you’ll need people who understand employment law, payroll systems, and internal comms.

3. Gather and Audit Your Data

As you’ll need accurate payroll data, bonus records, and job role classifications, it’s wise to audit this data early to identify any anomalies or data gaps. Pay special attention to how roles are classified and how bonuses and benefits are distributed across the business.

4. Prepare Your Narrative

The numbers alone don’t tell the full story. Your accompanying narrative is your opportunity to explain the reasons behind any gaps and set out your action plan for improvement. Be transparent, constructive, and forward-looking. This builds trust with both internal and external audiences.

5. Develop an Action Plan

Reporting is only the first step. Use the insights to drive change in your organisation. Set diversity and inclusion goals, review your recruitment and promotion practices, and consider mentorship or flexible working policies that support female career progression.

Final Thoughts

Gender Pay Gap Reporting is a valuable exercise for any growing business. It provides insight into how inclusive your organisation truly is and gives you the data and accountability to improve. By preparing early, getting your data in shape, and using the process as a springboard for progress, you can turn a legal requirement into a real business opportunity.

At the very least, make sure you meet your obligations. But better still, use Gender Pay Gap Reporting as a chance to lead by example.

If you’d like help preparing your Gender Pay Gap Report, or need advice on how to interpret the findings and build an action plan, get in touch today – we’d be delighted to help you.

How Business Mentoring Can Fast-Track Your Growth

Why having the right support could be the best decision you make this year

Running a business isn’t for the faint-hearted. You most like wear many hats, make big decisions with limited information, and have to constantly adapt to a changing market. It’s exciting – but it can also feel overwhelming, especially when you’re doing it alone or with a small team.

That’s where business mentoring comes in.

At Bridge Enterprise Centre, we’ve seen first-hand how mentoring helps entrepreneurs gain clarity, avoid common pitfalls, and grow with confidence. In this blog, we’ll explain what mentoring is, how it works, and share how local businesses have seen real results through mentoring with BEC.

What Is Business Mentoring?

Business mentoring is a professional relationship where a more experienced businessperson supports someone at an earlier stage of their business journey. Think of it like having a trusted advisor in your corner – someone who understands your challenges and can help you focus on what matters most.

A good mentor doesn’t hand you all the answers. Instead, they ask the right questions, challenge your assumptions, and help you build your own solutions. They offer fresh perspective, practical guidance, and often introduce new ideas or ways of thinking.

How Does Mentoring Work?

The mentoring process is usually very straightforward, tailored, and built around your business needs:

Initial Consultation: To understand your business, goals, and key challenges.

Mentor Matching: Based on your needs, you are paired with a business mentor who can best support you and from there, you agree a schedule which is typically a mix of one-to-one meetings, check-ins, and ongoing support.

Goal-Setting and Accountability: Together with your mentor, you’ll set clear, achievable goals and create a plan of action. Your mentor becomes a sounding board and accountability partner to keep you focused and on track.

Ongoing Support: You’ll meet regularly (online or in person) to work through challenges, track progress, and explore opportunities. As your business grows, the relationship can evolve to meet your changing needs.

Why Mentoring Works

Mentoring works because it gives you:

• Clarity: When you’re deep in daily operations, it’s hard to see the big picture. Mentors help you identify what matters most.
• Confidence: Having someone experienced to talk things through with helps you make stronger, more informed decisions.
• Focus: Mentors help you stay on track and prioritise the actions that will move your business forward.
• Fresh Perspective: You may be too close to a problem to see a solution—mentors bring new ideas and viewpoints.
• Connections: Mentors often open doors, recommending resources, people, or funding opportunities you might not have found otherwise.

Is Mentoring Right for You?

Mentoring could be the right move if:

• You feel stuck or uncertain about your next step
• You want to grow but aren’t sure how
• You’re launching a new product, service, or brand
• You need someone to challenge your thinking
• You’d benefit from having a sounding board
• You want to work smarter, not harder

Whether you’re starting out or scaling up, having an experienced guide can make all the difference.

Final Thought

Mentoring isn’t a quick fix, but it’s one of the most effective ways to fast-track your growth. It’s not just about advice – it’s about insight, accountability, and having someone walk beside you as you build the business you want.

At Bridge Enterprise Centre, our mentors come from a range of industries and disciplines – including marketing, finance, operations, HR, and business strategy. Whatever your sector, we’ll match you with someone who understands your world and can help you move forward.

Remember, the best decisions in business don’t have to be made alone!