Cowper Care’s remuneration policy is to ensure that all male and female employees are paid equally for doing equivalent jobs with similar levels of experience, qualifications and skills.
The gender pay gap (GPG) is the difference in the average hourly wage of men and women across a workforce. It compares the pay of all working men and women; not just those in similar jobs or with similar experience. It is not unequal pay.
Cowper Care’s chosen snapshot date is 30 June 2025, covering the pay period of the 12 months prior.
This is our second year publishing our Irish GPG Report and we are pleased to see continued progress, including a reduction in our Mean pay gap from 3.83% in favour of male employees to 0.87% in favour of female employees. However, the Median pay gap went from 1% to 4.72% in favour of female employees.
On 30 June 2025 Cowper Care employed 215 staff – 62 male (29%) and 153 female (71%). Included in these staff numbers are 28 staff on part time contracts – 6 male and 22 female. Cowper Care has no temporary staff.
The disclosures reflect the calculations required under Gender Pay Information Act 2021.
By comparison according to the CSO, the gender pay gap in Ireland is 9.6% (2022), this means that females earn on average 9.6% less than males. The gender pay gap in the EU stands at 14.1% (Eurostat, 2022).
All staff are eligible for bonus payments in respect of service awards and staff referral payments. The mean gender bonus gap is dependant on the staff members reaching the service milestones or successful staff referrals as set out in the schemes.
Cowper Care DAC
|
2025 Gender Pay Gap Reporting Requirements |
Percentage |
|---|---|
|
1. Mean hourly pay gap (All Employees) |
-0.87% |
|
2. Mean hourly pay gap (Part Time) |
-11.85% |
|
3. Mean hourly pay gap (Temporary) |
N/A |
|
4. Median hourly gender pay gap (All Employees) |
-4.72% |
|
5. Median hourly gender pay gap (Part Time) |
-14.23% |
|
6. Median hourly gender pay gap (Temporary) |
N/A |
|
7. Mean retention bonus pay gap |
23.35% |
|
8. Median retention bonus pay gap |
0.00% |
|
9. Percentage of employees eligible for retention bonus |
100% |
|
10. Percentage of Employees in receipt of benefit in kind |
1.61% (M) 0.65% (F) |
|
11. Percentage of employees in lower remuneration quartile |
37.04% (M) 62.96% (F) |
|
12. Percentage of employees in lower middle remuneration quartile |
29.63% (M) 70.37% (F) |
|
13. Percentage of employees in upper middle remuneration quartile |
26.42% (M) 73.58% (F) |
|
14. Percentage of employees in upper remuneration quartile |
22.22% (M) 77.78% (F) |