A message from CEO, Sean O’Driscoll
At the iNUA Hotel Collection, we are proud to manage and operate eight four and five-star hotels across Ireland, employing 1,055 colleagues. Our Journey Toward Pay Equity
iNUA Hospitality PLC Gender Pay Gap Report 2025
Equity, Diversity and Inclusion remain central to our business strategy. In 2025, we achieved measurable progress: 56% of senior leadership roles are now held by women, and 57% of promotions in 2024 were awarded to female colleagues. We also see strong female participation in our supervisory, management, and leadership programmes, which are key to building a succession strategy to increasing female representation at the most senior levels across our hotels.
Looking ahead, our Strategy 2026 commits us to operating at best-practice levels under upcoming pay transparency legislation. This includes continuing our regular reviews of compensation and benefits, supported by benchmarking against both hospitality and wider industry standards, ensuring we not only comply but stay ahead and lead in equity and inclusion.
I am very proud that this year we made measurable progress, achieving a 1.4% reduction in our median gender pay gap. I am delighted with what we have accomplished and determined to keep a keen focus and commitment to change through transparency and opportunity for every colleague.
Sean O’Driscoll, Chief Executive Officer
The Gender Pay Gap and the iNUA Hotel Collection 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.
Number of employees
Pay Quartiles
Quartile 1 (Upper)
Quartile 2 (Upper Middle)
Quartile 3 (Lower Middle)
Quartile 4 (Lower)
*Mean gender pay gap – part time colleagues
*Median gender pay gap –part time colleagues
*Median gender pay gap – temporary colleagues
*Mean gender bonus pay gap
Median gender bonus pay gap
*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 iNUA Hotel Collection
Deirdre Buckley, Chief People Officer
At the iNUA Hotel Collection, addressing the Gender Pay Gap remains a priority and is embedded within our People & Culture strategy under the pillars of Development, Engagement, and Retention.
Through talent management, succession planning and internal promotions, we are creating equitable opportunities for career progression.
In 2025, 57% of all internal promotions were awarded to female colleagues and women represented 56% of our Senior Leadership Teams. Our commitment to development is evident through the iNUA Academy, where 48% of participants in 2024/2025 programmes were female, and on externally accredited programmes, 77% of participants were female.
We continue to strengthen diversity and inclusion, holding the ICFD Investors in Diversity Silver and recognised as a Best Hospitality Workplaces with Great Place to Work. In 2025, we achieved the Valuable Silver Certification, promoting the inclusion of people with intellectual disabilities in hospitality roles in partnership with Down Syndrome Ireland. We are very proud that of our 13 colleagues employed through the Down Syndrome Ireland National Employment Programme, 85% are female and in permanent employment.
While these achievements are significant, we recognise the industry-wide challenge of increasing female representation in full-time roles, as hospitality is often favoured by women for part-time work due to caring responsibilities outside of work. To address this, we have implemented inclusive policies designed to support women to stay and progress in their careers, including flexible and hybrid working arrangements, top up payment for maternity leave and a menopause support policy.
To ensure transparency and accountability, we benchmark our progress against national data. According to the CSO’s latest figures, Ireland’s overall gender pay gap stands at 9.6% across all sectors, with significant disparities in higher-paid roles where males represent 72.4% of the top 1% of earners nationally. In contrast, our leadership profile shows 56% female representation, and our promotion and development metrics exceed national averages for female participation. Median
Talent Development in the snapshot period 2024-2025:
General Manager, Deputy General Manager, People & Culture Manager, Financial Controller, Director of Sales
Course Participants
Female course participants
Female course participants
Total female promotions 2025
Female course participants % % Females on External % Female promotions 2025 iNUA Academy Development Programmes 2024/2025
We have made measurable and meaningful progress in developing and retaining female talent, strengthening equity across our hotels. As part of our strategy 2026, we remain committed to further action to close the gender pay gap and build a truly inclusive workplace.
Deirdre Buckley, Chief People Officer
