Gender Pay Gap Statement Ireland - 2025 by MurphyGeospatial

What is it about?

The Snapshot Date (2025)

The legislation requires employers to choose a ‘snapshot’ date in June. Murphy Geospatial chose the 30th June 2025. The reporting period is defined as twelve months immediately preceding and including the snapshot date.

Murphy Geospatial takes a leading role in recognising and valuing the benefits that come from our diverse workforce. By providing an inclusive workplace culture where all employees are valued and included, results in an engaged, motivated and productive workforce.

The Gender Pay Gap is usually represented as the average difference in gross hourly earnings of men and women, expressed as a percentage of men’s average gross hourly earnings. Murphy Geospatial pay equally regardless of gender.

10 % of male employees who received benefits in kind & % of female employees who received benefits in kind

11 Percentage of males and females when divided into four quartiles ordered from lowest to highest pay

a. Lower remuneration quartile pay band

b. Lower middle remuneration quartile pay band

c. Upper middle remuneration quartile pay band

d. Upper remuneration quartile pay band

Gender Data Analysis

The table below demonstrates our overall mean and median gender pay and bonus gap based on the snapshot date of 30th June 2025 (hourly pay) and bonus paid in the 12 months to 30th June 2025.

Pay Gaps in hourly remuneration

This is the statutory calculation that we are required to publish. The mean is the average, and the median is the middle value in all the numbers listed in numerical order. It shows the difference in average pay and bonus between all men and women within Murphy Geospatial.

Our analysis shows that we have an overall gender pay gap of 17% and an overall bonus gap of 100% and that is largely driven by the fact that there are more men in senior roles within the business. Murphy Geospatial workforce is made up of 75% male and 25% female (a slight increase in females compared to 2024).

There are limited numbers of graduates in the Geospatial industry in Ireland with a very small representation of females. This is also demonstrated in the surveying courses where majority of attendees are male. The Geospatial industry as a whole is male dominated.

PwC Ireland report the widest gender pay gaps are in Finance, banking, insurance, legal and construction sectors. For example, it is estimated that the mean hourly pay gap for the insurance sector is 21.1%, nearly twice the national average and near to ours.

The overall mean gender pay gap is 17% for all employees and -61% for part time employees (the difference between women’s and men’s mean hourly pay).

The overall median gender pay gap is 10% for all employees (the difference between middle paid woman and the middle-paid man).

The overall mean pay gap in bonus paid for all employees is 100% and the overall median pay gap in bonus paid is 100%.

Pay Quartiles

The data illustrates the gender distribution at Murphy Geospatial across four equally sized quartiles of our business (dividing our employees into 4 equal groups, from lowest to highest paid).

We recognise there is a gender pay gap, particularly in the upper quartile. We are clear on why this exists and are focused on the steps we need to take to close the gap.

Recommendations

Murphy Geospatial is committed to promoting gender equality and using appropriate resources in its implementation, monitoring, reporting and evaluation.

One of our main priorities is to increase the representation of females in our senior roles and reduce our gender pay gap. We have this year hired a female European HR Director and will continue to look at increasing that representation. Both men and women receive equal pay for equivalent positions throughout Murphy Geospatial, the pay gap is due to more female representation being needed in senior roles in the Group.

We will continue to review and enhance our family friendly policies. This year we have enhanced our maternity, paternity and adoption policies for all employees.

Actively review our decisions around performance, pay and bonuses. We will conduct regular pay and salary reviews to identify and remove any pay disparities. All employees will be eligible for performance bonuses in 2026 (subject to meeting criteria).

Support employees through flexible working and professional development.

We will continue to review recruitment practices to ensure they are fair and unbiased, with a key emphasis on attracting and retaining diverse talent.

Murphy Geospatial will publish our Gender Pay Gap 2025 on our website, so the report is accessible to all employees and members of the public for a period of at least 3 years.