Corporate Social Responsibility / Practices / Compliance & Ethics / Gender Pay Gap Reporting Ireland / 2022

Gender Pay Gap Results 2022

This page details our gender pay gap for the Ireland workforce as of 30 June 2022.The gender pay gap is the difference in the average hourly wage of men and women across a workforce. New legislation in Ireland (The Gender Pay Gap Information Act 2021) requires organisations to report on their hourly gender pay gap across a range of metrics.

Hourly Rate Gap

On average women are paid 12.3% less overall than men in our Irish workforce. We are confident that women and men are largely paid the same for comparable roles. The overall difference in average earnings identified in this disclosure is due primarily to the underrepresentation of women in senior leadership roles. Historically, the Irish medical devices industry has been male dominated but that is changing over time. Today, Boston Scientific has a 60 / 40 male to female ratio across our professional roles in Ireland. Hourly remuneration includes items such as base pay, overtime payments, shift premium, sick pay, development assignment, on call payments and bonus payments.

Bonus Gap

The average bonus gap between men and women is 27.4% overall. This is mostly driven by the underrepresentation of women in senior leadership roles as noted above; more men are in senior positions and senior positions attract higher performance bonuses and stock awards. Bonus pay includes items such as our performance bonus plans, recognition awards, employee referral bonuses and performance-related stock awards.

Part-time

On average, men who work part-time are paid -9.3% less than part-time women overall. This is because men who work part-time are mostly employed in entry level roles, whereas a larger number of women work part-time across all levels including the more senior roles.

Temporary Contracts

On average, men on temporary contracts are paid -4.8% less than women on temporary contracts. There is a relatively equal number of either gender on temporary contracts in our production roles; however, the positive pay gap in favour of women is mostly driven by more females being employed on temporary contracts than men in one of the more senior professional levels.

Proportion of males and females receiving a bonus

All our employees are eligible to participate in our performance-based bonus programmes (except those on college internships). 86.5% of both male and female employees received a bonus in the reporting period. One of the main factors for being ineligible for a bonus during the reporting period was start dates. Employees need to start before 01 November to be eligible for a bonus in that year.

Benefits in Kind

80% of both male and female employees received benefits-in-kind in the reporting period. Benefits-in-kind included any non-cash benefit of monetary value such as health insurance and employee stock purchase schemes.

Proportion of males and females in each quartile band

The population is divided into four equal parts or ‘quartiles’, from the lowest paid to the highest paid based on the calculated hourly pay rate. This breakdown of hourly rates by defined quartiles reflects the gender differences in our workforce with a greater proportion of men in higher paid quartiles.