Gender Pay Gap Report 2024

The Gender Pay Gap Information act of 2021 requires all companies with more than 250 employees to report their gender pay gap annually. Gender pay gap is the difference between the average hourly wage of women and men in an organization. It is not the same as equal pay which examines pay at similar roles but compares the hourly wage of all women and men irrespective of their role. We have outlined our results below can share that our 2024 gender gap at 19% which is unchanged from 2023.

Representation

Peter Mark hairdressing employs 1400 people in 67 salons throughout Ireland. Every salon includes hairstylists and trainee hairstylists supported by a manager and front of house team. All our salons are supported by a number of training departments, laundry operation, regional operations team, and a head office responsible for Finance, Human Resources, Marketing and Information Technology. Women account for 93% of the workforce in Peter Mark and are represented at all levels in the company

Findings:

This is our 3 rd Gender pay gap report and our GPG for 2024 has remain unchanged from 2023. We stated in our 2023 report that future reduction would be long term goal as its main influence is gender diversity in hairdressing which is traditionally dominated by women. The main reason for a 19% gap is related gender makeup of Peter Mark and trainees hairstylists who make up 25% of the workforce with 98% of this cohort women.

Median Hourly has increased from last year and this is due to movement of staff and therefore a change in midpoint values when comparing to 2023.

Part time mean hourly is in favour of women with majority of part time male and female working as hairstylists.

Bonus Scheme in Peter Mark is performance related and mainly within levels of management. Majority of bonuses paid were paid to women with the reason for the gap due to a very small number of men with more senior roles in the organisation.

Quartile 1 -4: We can see from the results that women are represented at all levels in the organisation.

Future Commitment

Reducing our gender pay gap is a long term commitment and requires a focus on more women in senior roles and a targeted recruitment strategy that encourages greater gender diversity in the organization.