In 2021, the Irish government introduced the Gender Pay Gap Information Act, which requires organisations to report on their hourly gender pay gap across a range of metrics. We welcome this legislation as a positive step for Ireland in advancing gender equality and we are pleased to publish our first Gender Pay Gap report.
Firstly, it’s important to clarify that the gender pay gap is not the same as equal pay. Equal pay requires that individuals within particular roles are paid equitably for the same work, allowing for differences in factors such as experience, performance or skills. As an organisation, we are fully committed to ensuring that we pay equally for equal work, in line with the law. The gender pay gap, however, highlights the difference in average pay between men and women across the entire organisation, irrespective of the work they perform. BearingPoint Ireland’s mean (average) gender pay gap is 16.5% and the median (mid-point) gender pay gap is 15.2%. This gender pay gap is "in the main" attributable to the fact that there are fewer women than men in senior positions and the women in senior roles generally have less service in these senior roles.
At BearingPoint, we know that diversity is at the heart of our Purpose, “Together, we are more than business” and as such we are committed to creating greater gender equality within our company. Diversity and gender equity at all levels and in particular in senior roles is a top priority and key focus area for us. We recognise that we have an imbalance in the composition of our workforce at a ratio of 35% female, 65% male, particularly in leadership and highly specialised roles, where women remain underrepresented.
While we have made good progress in recent years, we know that closing the gap will take time and we are determined to continue making progress. We will continue to focus on fostering an inclusive culture, supporting career development for women at all levels, and increasing representation in leadership and technical roles.
Gillian O’Sullivan, Partner & Country Leader, BearingPoint Ireland
Our Actions to Reduce the Gender Pay Gap
To address the gender pay gap, we are committed to several key actions most of which are already well underway in our organisation:
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(1) Female Acceleration
Our Female Acceleration programme was established as a framework focused on increasing female representation in leadership positions with initiatives to attract, support and retain female staff. Our goals are ambitious, and we will continue to focus on making progress against these goals. Our key targets in Ireland are as follows:
- 2025 Target: 40% of our client-facing roles and 20% of our partner roles are held by women
- 2026 Target: 30% of our total senior manager, director and partner group roles are held by women
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(2) Recruitment Practices
We are committed to increasing diversity within our workforce, and our recruitment practices are a crucial part of achieving this goal. To ensure we attract a balanced mix of talent, we have implemented the following actions:
- Incentives for Talent Acquisition Team: Our Talent Acquisition Team is incentivised to ensure an equal ratio of female and male employees in the hiring process, promoting gender balance from the outset.
- Structured Interviews and Assessments: We use structured interviews and assessments to ensure all candidates are evaluated consistently and fairly, reducing potential biases. Unconscious Bias training is provided to all staff and is included as a required module in our Recruiting training (targeted at staff involved in recruiting activities).
- Gender-Neutral Job Postings: We apply gender-neutral language in all job advertisements to create an inclusive appeal and attract a broader, more diverse range of applicants.
- ReBoot – Returner Programme:
Our women returner programme entails partnering with Technology Ireland Digital Skillnet on their Women ReBOOT programme. This programme has been instrumental in fostering gender diversity and equality within the tech sector. We have supported the programme through work placements and workshops to upskill the participants in the latest tech tools and methodologies. Women ReBOOT Programme has successfully enabled over 600 qualified women in IT or Technology to make a return to the workforce after a career break.
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(3) B Corp Certification
In 2024, we became a B Corp certified organisation, a designation that holds us accountable for meeting high standards of social and environmental performance, transparency, and accountability. We are the only international consultancy firm with this certification and one of the key areas we are assessed on is gender diversity.
- This certification reinforces our commitment to improving gender representation across all levels of the company.
- As part of our action plan to reduce the gender pay gap, we will continue to use the B Corp framework to drive initiatives aimed at increasing female representation in leadership and specialised roles.
- Our B Corp status helps ensure that these efforts are not only impactful but also aligned with our broader mission to build a more inclusive and equitable workplace.
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(4) Family-Friendly Policies
We are dedicated to creating a supportive and inclusive workplace that accommodates the diverse needs of our employees. Our family-friendly policies are designed to provide flexibility and support for all staff, fostering a healthy work-life balance. Key initiatives include:
- Comprehensive Leave Policies: We offer various types of leave to support employees' personal and family needs, including medical care leave, carer's leave, menopause leave, sabbaticals and domestic violence abuse leave.
- Maternity Leave: Employees are entitled to fully paid maternity leave after one year of service, ensuring financial security during this important time.
New Parent Support: We provide coaching for new parents and have a breastfeeding policy in place, along with office facilities to accommodate nursing mothers.
Flexible Working Arrangements: Part-time working options are available to all staff, alongside a flexible hybrid working policy (including working from home abroad) that allows employees to balance work between the office and home.
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(5) Promoting Women in STEM
As a technology company, we are committed to increasing the representation of women in STEM roles, both within our organisation and across society. We actively support initiatives that encourage and empower women to pursue careers in STEM, playing our part in creating a more gender-balanced future for the industry. Our key actions include:
- Recognition in STEM: BearingPoint Ireland was shortlisted for the STEM Employer of the Year award at the Women in STEM 2024 awards, reflecting our ongoing commitment to gender diversity in the tech space.
- Women at BearingPoint Affinity Network: We support the Women at BearingPoint Affinity Network, providing a platform for women to connect, share experiences, and promote professional development.
- Teen Turn Partnership: We collaborate with Teen Turn, offering intern placements, workshops, and mentoring opportunities to inspire and support young women in pursuing STEM careers.
- Annual STEM Events: We host and participate in events focused on promoting STEM careers for women, raising awareness and creating pathways for more female representation.
- Mentoring Programme: The mentoring programme provides female employees with guidance and support as they progress in their careers, ensuring they have the tools and confidence to succeed in STEM roles.
We recognise that it will take time for our efforts to significantly improve the representation of women in senior levels in the organisation, but we are confident that we are prioritising the right areas to achieve greater gender balance in our workforce.
Deirdre Hanley, Ireland and UK HR Director at BearingPoint
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Equal pay is where women and men within particular roles are paid equitably for the same work, allowing for differences in factors such as experience, performance or skills.
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Gender pay gap is the difference in the average pay of men and women. It reflects the representation of women and men across grades or levels in an organisation.
This report has been prepared in accordance with the Gender Pay Gap Information Act 2021, following the guidelines and additional information provided by the Department of Children, Equality, Disability, Integration and Youth.
