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 leave and 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.