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Pay gap reporting

Pay gap reporting gives us valuable insights into our colleagues and their experiences, enabling us to take targeted action to address the root causes of any issues. We recognise that reducing our pay gaps is a long-term initiative and we remain dedicated to making progress.

2025 pay gap data

"I confirm that the information included in this report is accurate and meets the requirements of the Employment Equality Act 1998 (section 20A) (Gender Pay Gap Information) Regulations 2022."

Aoife Fitzmaurice
Head of People UKIA

FAQs

The gender pay gap is the difference between the average hourly earnings for men and women in an organisation, regardless of their roles. In Ireland, any employer with over 50 employees is required to report on their gender pay gap data.

The gender pay gap is not the same as equal pay. Equal pay is the right for women and men to be paid the same for like work or work of equal value. Even when pay is equal, there may still be a gender pay gap. For example, in cases where there are more men than women in senior positions, causing more men to be receiving higher pay than women and thus skewing the averages.

We calculate the gender pay gap using the methodology provided by the government.

The mean - or average - is calculated by adding up salaries paid to colleagues in each group and dividing that sum by the number of colleagues in that group.

The median pay gap is calculated by listing the wages for all colleagues - from highest to lowest - and comparing the number that sits in the middle for each. The difference in pay between those two individuals is the median pay gap figure.

A benefit in kind is a non-cash benefit provided by an employer that has a monetary value.

Sage Diversity, Equity, and Inclusion

Discover how we’re taking action towards an equitable workplace beyond pay equity. Visit our Diversity, Equity & Inclusion pages to learn more about our strategy, commitments and initiatives.

Explore Sage Diversity, Equity, and Inclusion