Sysco Ireland Gender Pay Gap Report 2024
The Gender Pay Gap Information Act 2021 requires organisations to report on their hourly gender pay gap across a range of metrics. Organisations in Ireland with over 250 employees are being asked to report on their Gender Pay Gap for the first time in 2022.
As part of the Sysco family, we are committed to being a fair and equal employer offering a great working environment and opportunities for all who work at Sysco Ireland, helping us continue to build on the great business we have today.
UNDERSTANDING GENDER PAY GAP
The gender pay gap refers to the difference between what is earned on average by women and men 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.
The average gross hourly pay is calculated by adding basic pay, allowances, shift premiums, overtime, paid leaveand bonuses including vouchers issued in line with the small benefits exemption allowance.
This is different to equal pay which compares the pay of men and women who perform the same roles or roles of equal value. It is important to note that the basic hourly rate of pay for our hourly paid colleagues is the same for the same role, regardless of gender.
KEY CONTRIBUTING FACTOR & OUR ACTIONS TO NARROW GAP
Our Gender Pay Gap for Sysco Ireland in 2024 stands at 4.6%, which represents a further reduction in this years figure, bringing the total reduction to 3.1% in the previous 2 years. We are confident that our proactive measures to address gender inequality in the workplace have contributed to this positive outcome. This compares favourably to the mean national average of 8.2% and European average of 12.7% (according to Eurostat forecasts). Our gender pay gap data encompasses everyone in Sysco Ireland, including those residing within our Sysco International payroll.
When we look at our gap, we know there is a key factor that drives this:
Our operations department i.e. delivery and warehouse, account for 67% of our total workforce. The female representation among our delivery and warehouse staff has increased by a further 1.1% in 2024. This is largely due to redesigning the recruitment process for frontline roles, along with targeted recruitment and positive advocacy for female applicants in operations.
Furthermore, we have achieved a 7% increase in the overall female representation within our business – that is a 16% cumulative increase in the past two years. We are confident that our efforts in implementing female-targeted role marketing and advertising will further strengthen our commitment to diversity and inclusivity. We will continue to demonstrate our ongoing commitment to promoting fairness, equality, and diversity in the workplace.
Appendix: Understanding how we calculate our gender pay and bonus gap
CALCULATING THE GENDER PAY GAP
The gender pay gap measures the difference in total hourly pay between all women in a business and all men in a business. There are two ways we must report this, as a mean percentage and as a median percentage for all colleagues, part-time colleagues and temporary colleagues.
MEAN PAY GAP:
The mean pay gap is the difference between the average hourly rate of pay for women, compared to the average hourly rate of pay for men. The average gross hourly pay is calculated by adding basic pay, allowances, shift premiums, overtime, paid leaveless social welfare and bonuses inc. Christmas.
MEDIAN PAY GAP:
The median gender pay gap is the difference between women’s median hourly wage (the middle paid female employee) and men’s median hourly wage (the middle paid male employee). The median hourly wage is calculated by ranking all employeesfrom the highest paid to the lowest paid - and taking the hourly wage of the employee in the middle.
CALCULATING THE GENDER BONUS GAP
The gender bonus gap measures the difference in total bonus payments between all women in a business and all men in a business. There are two ways we must report this, as a mean percentage and a median percentage. We also must report the proportion of men and women who received a bonus payment.
PROPORTION OF COLLEAGUES TO RECEIVE A BONUS
The proportion of women who received a bonus is shown as a percentage of all women in the business and the proportion of men who received a bonus is shown as a percentage of all men in the business.
PAY QUARTILES
Pay Quartiles reflect the gender distribution across the range of hourly pay rates. This is calculated by ranking employee pay rates from lowest to highest and dividing the range of pay into four equally sized groups that cover all employees. These groups are referred to as quartiles. Employees are then positioned in their respective pay quartile, regardless of gender.
MEAN BONUS GENDER GAP:
The mean is the average figure when you consider the bonus payments for all men and all women. The mean gender bonus gap is the difference between the average bonus payment for all women and the average bonus payment for all men.
MEDIAN BONUS GENDER GAP:
The median is the figure that falls in the middle of a range when all bonus payments are stacked from lowest to highest. The median gender bonus gap is the difference between the middle figure for all women’s bonus payments and the middle figure for all men’s bonus payments.
PROPORTION OF COLLEAGUES TO RECEIVE A BENEFIT IN KIND
The proportion of women who received a benefit in kind is shown as a percentage of all women in the business and the proportion of men who received a benefit in kind is shown as a percentage of all men in the business.
More information on these calculations can be found on the government website.
