International Women’s Day: Celebrating Progress in the Workplace and Looking Ahead
As we celebrate International Women's Day, we are taking this time to reflect on the journey of women in Ireland, in the workplace, particularly in business.
Progress often seems too slow, but we have made great strides in Ireland considering the marriage bar policy (where women, mainly in the civil service, had to give up their jobs when they got married) only ended in 1973. But while we consider how far we have come; we also need to look at and embrace the path forward.
Reflecting on Progress
According to the CSO, the representation of women in managerial positions has steadily increased. In 2023, women held 37% of all managerial roles in Ireland, a notable improvement from previous years (CSO, 2023). This statistic highlights a growing recognition of women's leadership capabilities and their invaluable contributions to corporate success.
Moreover, initiatives promoting gender diversity and inclusion have gained momentum.
| Companies are increasingly adopting policies that support women's career progression, such as mentorship programs, the 30% club, flexible work arrangements, and pay equity measures |
These efforts not only benefit individual women but also contribute to fostering a more inclusive and innovative business environment.
Challenges and Opportunities Ahead
Despite these advancements, challenges persist. The gender pay gap, although narrowing, remains a concern. According to recent data, women in Ireland earn, on average, 14.4% less than their male counterparts (CSO, 2023).
| Addressing this disparity requires continued advocacy for equal pay practices and transparency in salary negotiations |
Additionally, women continue to be underrepresented in certain industries and leadership roles, particularly in STEM fields and executive positions. Breaking through these barriers requires proactive measures to dismantle systemic biases and create pathways for women to thrive in all sectors of the economy.
HR Hire Recent Data
Our analysis of the key drivers for women in the job market has shown that 53% have stated that the requirement to return to the office, either full-time or 4 days per week, is a factor that has compelled them to seek a new job with a company that has a hybrid work policy (HR Hire new candidates registrations 2025). 42% of these candidates are working at either a managerial or mid-senior level leadership role in their current organisation and would be classed as top talent.
The pandemic led to more flexible work arrangements, benefiting many women by allowing better balance between professional and personal responsibilities. However, the return to full-time office work may disproportionately affect women, especially those with caregiving duties, potentially hindering their career progression and widening the existing gender pay gap, which according to the CSO, stood at 9.6% in 2022.
To seriously promote gender equality, it's crucial for employers to offer flexible work options and supportive policies that accommodate diverse needs.
Recent reports from prominent organisations such as Enterprise Ireland, Deloitte, and Grant Thornton, provide valuable insights into the current state of gender parity in the workplace.
Enterprise Ireland's Commitment to Gender Equality
Enterprise Ireland's Gender Equality Plan 2023–2025 underscores the agency's dedication to fostering an inclusive workplace. These statistics below reflect Enterprise Ireland's proactive approach to promoting gender diversity and inclusion.
Deloitte Ireland's Gender Pay Gap Report 2024
Deloitte Ireland's 2024 Gender Pay Gap Report reveals a mean gender pay gap of 13.9% and a median gap of 11.7%. The report attributes these gaps to the underrepresentation of women in senior positions, a common issue across many organisations. Deloitte is actively addressing this disparity through targeted initiatives aimed at increasing female representation at leadership levels.
Grant Thornton's Gender
Pay Gap Trends
Grant Thornton's recent reports indicate a positive trend in closing the gender pay gap.
The Path Forward
Looking ahead, there are several key areas where progress can be accelerated:
Promoting Leadership Development: Investing in leadership programs tailored for women to equip them with the skills and confidence needed to ascend to executive roles.
Advocating for Policy Changes: Continued advocacy for policies that support work-life balance, parental leave, and affordable childcare, which are crucial for women's career advancement.
Fostering a Culture of Inclusion: Creating inclusive workplaces where diverse voices are valued, and all employees have equal opportunities to contribute and succeed.
Educating and Empowering: Providing mentorship, networking opportunities, and educational resources to empower the next generation of women leaders.
As we celebrate International Women's Day, let's celebrate the progress we've made while acknowledging the work that still lies ahead. By championing gender equality in the workplace, we not only create better business outcomes, but organisations also get to retain their top female talent and build a more just and equitable society. HR Hire will always support gender equality in their hiring practice and policies, and we will support organisations who are striving towards a future where every woman can thrive professionally and personally.
References
References
Central Statistics Office (CSO). (2024). CSO launches Women and Men in Ireland Hub. Retrieved from https://www.cso.ie/en/csolatestnews/pressreleases/2024pressreleases/pressstatement-csolauncheswomenandmeninirelandhub/
Central Statistics Office (CSO). (2022). Gender Pay Gap in Ireland 2022. Retrieved from https://www.cso.ie/en/releasesandpublications/ep/p-ses/structureofearningssurvey2022/genderpaygap/
Enterprise Ireland. (2023). Gender Equality Plan 2023–2025. Retrieved from https://www.enterprise-ireland.com/documents/gender-equality-plan-en-91940.pdf
Deloitte Ireland. (2024). Gender Pay Gap Report 2024. Retrieved from https://www.deloitte.com/ie/en/about/people/social-responsibility/gender-pay-gap-report.html
Grant Thornton. (2023). Our Gender and Ethnicity Pay Gap Reports for 2022-23. Retrieved from https://www.grantthornton.co.uk/insights/our-gender-and-ethnicity-pay-gap-reports-for-2022-23/
Government of Ireland (Gov.ie). (2023). Gender Pay Gap Information Act 2021 - Reporting Guidelines. Retrieved from https://www.gov.ie/en/publication/gender-pay-gap-information-act-2021-reporting-guidelines/
European Institute for Gender Equality (EIGE). (2024). Ireland - Gender Equality Index 2024. Retrieved from https://eige.europa.eu/countries/ireland?language_content_entity=en
Irish Examiner. (2024). Gender Pay Gap Reporting: Irish Companies Respond to Disparities. Retrieved from https://www.irishexaminer.com/business/economy/arid-41046965.html
