Gender Pay Gap Report Springfield

Gender Pay Gap Report 2025

A message from CEO, Sean O’Driscoll

Our Journey Toward Pay Equity

The Springfield Hotel is a well-established 4-star destination in Leixlip, Co. Kildare, proud to serve our community for many years. We strive to deliver exceptional service for guests and create a welcoming, supportive environment for our team.

Our workforce of 66 colleagues includes a mix of full-time and parttime roles. We are committed to an inclusive and fair workplace where everyone has equal opportunity. Trust is a core value in our hotel and transparency is a cornerstone of that value, and this Gender Pay Gap 2025 report reflects both our progress and areas for improvement.

This year’s analysis shows a modest overall pay gap with strong parity among part-time and temporary employees. These results confirm that our pay structures are fair, but they also reflect workforce patterns-women are more likely to work part-time, while men are more likely to work full-time. Representation across pay bands is a key focus in 2025 and strategy 2026 along with targeted actions including clear pathways for women and promoting flexible working arrangements that support career progression.

Thank you to every member of the Springfield Hotel team for all you do. Together we continue to build a warm environment for our guests and a great workplace for our team.

Sean O’Driscoll, Chief Executive Officer

The Gender Pay Gap and the Springfield Hotel Report 2025:

Snapshot & Methodology

This report is based on data from 17 June 2024 to 15 June 2025.

Colleagues who did not select either male or female gender have been excluded from the analysis to ensure accuracy.

Explanation and Definitions in GPG:

The gender pay gap refers to the difference between what is earned on average by women and men in our organisation based on average gross hourly earnings of all paid employees; not just men and women doing the same job, or with the same experience or working pattern.

Our gender pay gap data is based on colleagues who identify as either male or female.

The gender pay gap considers two metrics, the median and the mean pay gap results.

The mean gender pay gap is the difference between the average salary and bonus paid of all female employees, and the average salary and bonus paid of all male employees. The median gender pay gap is calculated by comparing the middle values in the range of salaries and bonus paid for men and women.

Pay quartiles are calculated by splitting all employees in the businesses into four even groups according to their level of pay. Looking at the proportion of men and women in each quartile gives an indication of the gender representation at different levels of the organisation.

Explanation and Definitions in GPG

Number of employees

Pay Quartiles

Quartile 1 (Upper)

Quartile 2 (Upper Middle)

Quartile 3 (Lower Middle)

Quartile 4 (Lower)

Mean gender pay gap

gender pay gap

Mean gender pay gap – part time roles

Median gender pay gap –part time roles

Mean gender pay gap – temporary roles

Median gender pay gap – temporary roles

Mean gender pay gap in Bonus

*Median gender pay gap in Bonus

*Negative number indicates females earn a higher rate than males in these groups.

Our 2025 Gender Pay Gap Data and Our Journey Toward Pay Equity at the Springfield Hotel

Sean O’Keeffe, General Manager & Edel Balf, People & Culture Manager

This year in the Springfield Hotel, we have strengthened our commitment to inclusion and career development. We are proud that women now represent 60% of our Senior Leadership Team and all internal promotions this year were to female colleagues, reflecting strong progress in leadership representation and advancement. Flexible and hybrid working arrangements supported four of our female colleagues, helping us create a workplace that values balance and retention of talent in our business.

Professional development remained a key focus, with participation in accredited external programmes at 100% female representation. While uptake in internal development programmes was lower, this has been identified as a priority for our People Strategy 2026. Looking ahead, we will expand female participation in leadership and development programmes to ensure we maintain gender balance in senior roles.

Retention and wellbeing initiatives have also been a key part of our strategy. This year, we introduced launched a menopause policy and continue to top-up salary for colleagues on maternity leave and invest in wellbeing and mental health programmes and champions to support our team. Our commitment to community and engagement was reflected through CSR activities and recognition events, ensuring our people feel valued and connected both within the hotel and in the community.

These actions will help us build on the strong foundations laid in 2025 and ensure Springfield Hotel remains a workplace where opportunity and fairness are central to our culture.