Read this page for accessible information, or open the complete published document (PDF, 7 pages). Source checked 16 September 2026.
Published in compliance with the Gender Pay Gap Information Act 2021. This report covers the period 1 July 2024 to 30 June 2025.
Gender Pay Gap Report 2025
The Gender Pay Gap Information Act 2021 introduced the legislative basis for gender pay gap reporting in Ireland. Under recent amendments, organisations with more than 50 employees must report by selecting a snapshot date in June.
The snapshot date chosen was 30 June 2025. Pay information was calculated based on employees' remuneration between 1 July 2024 and 30 June 2025.
Workforce on 30 June 2025
89
Total employees
53%
Male
47%
Female
- Full-time employees: 41 (21 male / 20 female)
- Part-time employees: 48 (26 male / 22 female)
- No temporary employees at snapshot date.
Mean & Median Pay Gap
- Mean hourly gap (all employees): 4.14% in favour of men.
- Median hourly gap (all employees): −18.24% in favour of women.
- Mean hourly gap (part-time): −14.37% in favour of women.
- Median hourly gap (part-time): +50.92%, as reported. The source gives inconsistent explanations of its direction.
- Bonus / BIK: N/A — as a not-for-profit organisation, no bonuses or benefits-in-kind are provided.
LeisureWorld operates under pay scales set by the Board of Directors regardless of gender, ensuring equal pay for equal work. The pay gap reflects workforce distribution, not unequal pay.
Why the Gap Exists
- Seniority: A higher proportion of men hold operations management roles (higher paid). The Upper Middle Quartile is 55% male / 45% female.
- Lower Quartile: 57% female, typically reception and cleaning roles — reflecting the gender profile of applicants for these positions.
- Part-time trends: The published report’s introduction describes the part-time median gap as favouring men, while its analysis says it favours women. The reported figure is +50.92%; ask LeisureWorld for clarification before relying on either interpretation.
Reducing the Gap
Recruitment & Promotion
- Jobs advertised publicly with transparent pay ranges.
- Interviewer teams are gender balanced.
- Equality, diversity and inclusion (EDI) training provided to all interviewers to mitigate unconscious bias.
Learning & Development
- Mentoring programmes and leadership development courses available to all staff.
Work-Life Balance
- Blended working policy where possible.
- Flexible working hours (flexitime) where possible.
- These policies aim to support employees with caring responsibilities to remain in the workforce and progress to senior roles.
LeisureWorld is an Equal Opportunities Employer and does not discriminate on grounds of gender, marital status, family status, sexual orientation, race, religion, age, disability, or membership of the Traveller community.