Under the Gender Pay Gap Information Act 2021, organisations like ours in Ireland will, every year starting in 2022, report on their Gender Pay Gaps. Allianz Partners is fully supportive of the transparency brought by Irish Gender Pay Gap Information reporting.
Equal Pay simply means there is no differentiation in employee remuneration because of gender. The application of equal pay principles ensures that women and men doing the same or comparable work are paid equitably.Under Irish government rules, the Gender Pay Gap measures the broad average and median of pay for men and for women across the organisation. It takes no account of the different roles that may be occupied by men and women.An organisation applying Equal Pay principles can still have a Gender Pay Gap. This is because Equal Pay requires equitable treatment within roles and positions, while the Gender Pay Gap does not take account of different roles and positions.
This document sets out the Gender Pay Gap metrics required by the Irish government under the Gender Pay Gap Information Act 2021. The reason for a Gender Pay Gap in Allianz Partners in Ireland relates to a comparatively high proportion of men in some of the more senior positions in Allianz Partners in Ireland, creating a comparatively higher average pay for men than for women. It should be noted that a number of women holding senior positions are employed by Allianz Partners entities outside of Ireland and therefore have not been included in the report.
We perform gender pay analysis every year to review and action any gender pay differences at the level of each role. In addition, recognising that there is more involved in gender equality than just pay, we take part in external certification by EDGE, which also considers aspects like gender representation, culture, processes and practices. We attained EDGE Move Certification for the organisation in Ireland and we aim to maintain this.
The results shown in the next page set out the gender pay gap metrics for Allianz Partners in Ireland, with a snapshot date of 30 June 2022 and a reference period of 1 July 2021 to 30 June 2022. In the period under consideration, our headcount was 693, of whom 401 were women and 292 were men. This included 30 part-time employees and 7 temporary employees.
Entity: Allianz Partners / Year: 2021 to 2022
All employees
Hourly Remuneration
Bonus Receivers
Bonus Gap
Upper Middle Quartile
Upper Quartile
Benefits in Kind
Mean
Median
M%
F%
12.3%
1.7%
92.1%
92.0%
30.3%
7.9%
41.0%
59.0%
46.6%
53.4%
93.8%
92.8%
Part-Time employees
Temporary Contracts
19.0%
4.1%
-74.9%
-42.7%
Hourly Remuneration refers to the difference in total earnings between men and women on a mean (average) and median (middle ranking) basis.
Bonus Receivers sets out the proportion of men and of women who receive any form of bonus. Bonuses for this purpose includes vouchers and share awards as well as regular performance bonuses.
Bonus Gap refers to the gap between men and women on the value of all bonus items taken together.
The lower quartile sets out, in respect of the lowest paid quarter of our people by hourly remuneration, what percentage are men and what percentage are women.
The upper quartile sets out, in respect of the highest paid quarter of our people by hourly remuneration, what percentage are men and what percentage are women. The same logic applies to the lower middle quartile and the upper middle quartile.
Benefits in kind sets out the percentage of our people who are in receipt of non-cash benefits of monetary value including for Allianz Partners provision of a company car and voluntary health insurance.
It is important to note that the Irish legislative requirements are binary in regards to gender (specifying female compared to male). Whilst we are reporting our statistics in the manner set out by law, at Allianz Partners, we recognise and support all gender identities.
