Harmony Residential Care Ltd is committed to fostering equality and transparency. As part of our obligations under the Gender Pay Gap Information Act 2021, we have conducted a detailed analysis of our workforce data as of the June 2024 – June 2025 reporting period. The findings help us understand pay equity and role distribution.
Key Statistics
- Total Employees: 98
- Female Employees: 76
- Male Employees: 22
- Average Monthly Salary (Female): €2663.79
- Average Monthly Salary (Male): €3235.12
- Gender Pay Gap: 17.66% (in favour of male employees)
Narrative Interpretation
The overall Gender Pay Gap at Harmony Residential Care Ltd is 17.66%. While we are proud to have a majority-female workforce, this gap indicates that male employees, on average, earn more per month than their female colleagues. This difference is largely due to the concentration of women in frontline care roles, which are generally lower-paid, and the greater representation of men in some senior roles.
Our current gender pay gap of 17.66% is higher than the national average of 9.6% and reflects longstanding sectoral and structural challenges rather than direct pay inequality. We are committed to addressing this through specific measures to improve career progression, transparency, and equity across all roles.
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Comparison with National and Sectoral Benchmarks
A gender pay gap of 17.66% places Harmony Residential Care Ltd above the current national average. According to the Central Statistics Office (CSO), the national gender pay gap in Ireland is approximately 9.6% (2022 data). In the private health and social care sector, gender pay gaps typically range from 12% to 14%, though larger private providers may report gaps of up to 20%.
Our gap reflects structural and sector-specific challenges, such as the concentration of women in frontline care roles and underrepresentation in higher-paid managerial positions. While our figure is within a comparable range for the private care sector, we recognize that it exceeds national expectations.
We remain committed to reducing our gap and promoting equity in career development, pay progression, and leadership opportunities for all staff.
Visual Insights
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Contextual Factors Influencing Pay
- Occupational Segregation by Gender
Women are more likely to be employed in frontline care roles (e.g. Healthcare Assistant, Social Care Worker), which are essential but are often lower-paid positions. Men are often disproportionately represented in higher-paid roles such as management and maintenance.
Supported by: Irish Human Rights and Equality Commission (IHREC), ‘Ireland’s Gender Pay Gap – Explained’, 2021; CSO Labour Force Survey, 2023.
- Corporate Restructuring
Restructuring across senior roles may have resulted in the appointment of staff. While these decisions are operationally justified, they may inadvertently reinforce salary imbalances.
Reference: Department of Children, Equality, Disability, Integration and Youth, Gender Pay Gap Reporting Guidelines, 2022.
- Experience, Qualifications and Length of Service
Differences in pay can reflect years of service, formal qualifications or specialist training. However, unequal access to advancement opportunities may amplify these effects.
Reference: European Institute for Gender Equality (EIGE), ‘Factors Contributing to the Gender Pay Gap’, 2020.
- Access to Flexible Working and Part-Time Roles
Many women avail of part-time roles due to caring responsibilities. These roles are less represented at senior levels, limiting their exposure to higher pay scales.
Reference: National Women’s Council of Ireland (NWCI), ‘Flexible Working and the Gender Pay Gap’, 2021.
- Recruitment and Market Pressures
In some specialised roles (e.g. senior management or maintenance), market forces necessitate higher salary offers. These roles are often held by men in the current workforce.
Reference: Ibec, HR Update: Market Trends in Care Sector Pay, 2024.
Considerations to Address the Gender Pay Gap
- Undertake an annual review of salaries across roles to ensure consistency.
- Promote more balanced representation in senior and management roles.
- Enhance career development pathways for all staff, with a focus on female progression.
- Increase transparency in recruitment, promotions, and pay-related decisions.
- Provide diversity and inclusion training for managers and leaders.