Gender Pay Gap Reporting Ireland
At Boston Scientific diversity is a core value, and we are dedicated to fostering an inclusive environment where each person has the opportunity to reach their full potential.
We are determined to reduce the gender pay gap and continue to take concrete steps to support the professional development of women at Boston Scientific. The information published on these pages sets out the gender pay gap pertaining to our Irish workforce, as required by Irish legislation.
Equal pay refers to a legal requirement that male and female employees who are engaged in equal or similar work or work of equal value must receive equal pay and other workplace benefits.
The gender pay gap is a broader measure of the difference in the average earnings of men and women – regardless of the nature of their work – across an organisation, a business sector, an entire industry or the economy as a whole.
What is the nature of our pay imbalances?
The gender pay imbalances reported for our Irish workforce in this report are largely based on representation meaning more men are in senior, higher paid positions.
At Boston Scientific, equal pay for equal work is rooted in our values and foundational to fostering an inclusive workplace. We work with external statisticians to perform global pay equity analyses every two calendar years. In 2021, we again reported no statistically significant pay disparity for 99% or greater of our employees across gender globally, and across all Boston Scientific employees in Ireland. We will perform our next pay equity analysis in 2023.
How is Boston Scientific addressing gender pay imbalances?
We are committed to taking action to improve the balance of men and women in senior leadership roles, which in turn, should close the gap on gender pay imbalances in our organisation.
Diversity, equity and inclusion (DE&I) at Boston Scientific means fostering an environment where all employees can work together to advance science for life. We want people of all cultures, ethnicities, gender identities, backgrounds, experiences, orientations and beliefs to feel they belong so they can be engaged and empowered to share new ideas and diverse perspectives. This is essential to our values-driven culture, our focus on innovation, equality, and enabling our people to develop and advance their careers. When people can bring their authentic selves to work, it leads to our greatest breakthroughs for patients around the world.
We set measurable goals to improve our workplace gender and multicultural diversity, and share our results to hold ourselves accountable to progress. In 2020, we introduced our 3Up by 2023 goals to:
• Increase our goal of representation of women at the supervisor and manager levels by 3 percentage points or more, to at least 43%
• Increase our goal of representation of multicultural talent at the supervisor and manager levels by 3 percentage points or more, to at least 23%
• Continue to be a top 10% globally recognised leader for workplace inclusion,
In 2017, Chairman and CEO Mike Mahoney was among the first of 150 CEOs of the world’s leading companies to sign the CEO Action for Diversity and Inclusion Pledge, the largest CEO-driven business commitment to advance diversity and inclusion in the workplace. Leaders who sign the pledge commit to continuing to make their workplaces a trusting environment where complex and sometimes difficult conversations about diversity and inclusion can occur.
In Ireland, as across the company, we have several initiatives in place aimed at encouraging and supporting more women to apply for and succeed in leadership positions. For example,
• Boston Scientific sponsors employee resource groups that foster a diverse and inclusive work environment. This includes the Boston Scientific Women’s Network, which organises events and activities aimed at supporting women’s advancement and development. Chapters of the Women’s Network are active in each of our Irish sites – Galway, Cork and Clonmel – with a full calendar of activity, including organisation support for annual events such as International Women’s Day.
• The company introduced manager training to strengthen coaching and development of all employees and expanded our education on workforce inclusion. This includes unconscious bias training for all our people leaders to help them recognise and minimise bias blind spots and engage in more open and honest conversations with employees.
• We strive for a gender balanced slate for candidate pools, and to ensure a 50 percent female candidate representation on all interview panels.
• The company offers a variety of benefits and services to support life/work integration, including sabbaticals, and promotes a culture of flexibility about where and when employees perform their work. Our three sites in Ireland support hybrid working arrangements that grant colleagues where possible the flexibility to work from home up to two days per week.
• Boston Scientific is building a pipeline of female talent through targeted development programmes, succession planning, diversity recruiting and mandatory consideration of a pool of diverse candidates for open leadership roles. We run dedicated sponsorship programmes for women, including the Excelerate Programme, and mentoring systems for female employees run across Galway, Cork and Clonmel.
• Hiring managers base pay decisions on technical and leadership competencies to mitigate potential gender pay inequalities for both men and women.
• Boston Scientific in Ireland encourages female managers to build their external networks through participating in groups such as the American Chamber of Commerce network for women.