Ballymaloe Foods Gender Pay Gap Report 2025
Ballymaloe Foods Gender Pay Gap Report 2025
Introduction
At Ballymaloe foods we regard our team as one of our greatest strengths and we strive to ensure that all staff members are provided with equal opportunities to develop and grow in their careers.
Key elements of our strategic objectives include cultivating a positive and supportive work environment, encouraging innovation and promoting training and skill development.
This is our first gender pay gap report produced in line with the Irish Gender Pay Gap Information Act 2021. This legislation aims to highlight the differences in average earnings between men and women, promote transparency, and allow us to review any anomalies. The following report outlines our gender pay gap data and the calculations behind these figures.
Workforce overview
At the June 2025 snapshot, our workforce was larger than usual as we brought in additional students for the summer months, resulting in a total of 72 employees on the payroll.
| Gender | Number of Employees | Percentage% |
| Female | 41 | 57% |
| Male | 31 | 43% |
| Total | 72 |
Gender Pay Gap Calculations and Results
Hourly Pay
The mean payroll pay gap slightly favours female employees primarily due to a higher volume of females in senior management positions.
The median payroll gap currently favours male employees, a trend which is mainly due to workforce distribution and working patterns within the organisation. A higher portion of males occupy operational roles in areas such as the cookroom, warehousing and maintenance. These roles often present more opportunities for overtime, and it is observed that more males tend to opt for additional hours than females.
| Calculation | Description | Result | Interpretation |
| Mean Hourly Pay Gap (%) | % difference in average hourly pay between men and women | -1.23% | On average, women earn slightly more than men (a negative gap means women’s average hourly pay is higher). |
| Median Hourly Pay Gap (%) | % difference in median hourly pay | 10.80% | The median male hourly pay is higher than the median female hourly pay, indicating a gap at the midpoint of the pay distribution. |
Bonus Pay
Whenever financially possible, bonus vouchers are awarded to all employees at the end of the year. The differences in the results below reflect new starters and seasonal staff who were not in the company during the 2024 bonus period.
| Calculation | Description | Result | Interpretation |
| Mean Bonus Pay Gap (%) | % difference in average bonus pay | -4.48% | On average, women receive slightly higher bonuses than men. |
| Median Bonus Pay Gap (%) | % difference in median bonus pay | 8.33% | The median bonus for men is 8.33% higher than for women. This may reflect more men in roles eligible for larger bonuses or more women in roles with lower or no bonuses. |
| % Receiving Bonus (Male) | % of men who received a bonus | 70.97% | A higher percentage of men (71%) received a bonus compared to women (61%). |
| % Receiving Bonus (Female) | % of women who received a bonus | 60.98% | |
| % Receiving BIK (Male) | % of men who received Benefits In Kind | 6.45% | More men (6.45%) than women (4.88%) received benefits in kind. |
| % Receiving BIK (Female) | % of women who received Benefits In Kind | 4.88% |
Pay Quartiles
To provide further detail, our workforce has been divided into four equal pay quartiles based on hourly pay, with the percentage of male and female employees in each quartile as follows:
| Quartile | % Male | % Female | Interpretation |
| 1 (Lowest) | 38.89% | 61.11% | There is a higher proportion of female employees in the lower pay bands (over 60% in both quartiles 1 & 2). |
| 2 | 33.33% | 66.67% | |
| 3 | 50.00% | 50.00% | The gender split is equal (50/50) in the higher pay bands (quartiles 3 & 4). |
| 4 (Highest) | 50.00% | 50.00% |
Conclusion and Commitment
Ballymaloe Foods remains dedicated to providing equal opportunities for every member of staff. We foster a flexible working environment and regularly review our pay and benefits structures to ensure fairness for all. By taking the time to understand what is important to each individual whether that is career advancement, working hours, training, or salary we strive to balance personal aspirations with business needs.
