Blog
Gender Pay Gap Ireland 2025
5-MINUTE READ
November 28, 2025
Ireland is now in its fourth year of legislation to measure the gender pay gap.
The gender pay gap reporting methodology aims to quantify the average difference in earnings between men and women, regardless of their job level or responsibilities. The gender pay gap is different than equal pay, which means paying the same amount to men and women doing comparable work, which has been a legal requirement since the Anti-Discrimination (Pay) Act of 1974.
At Accenture in Ireland, the mean (average) gender pay gap is 9.28%, and our median (midpoint) gender pay gap is 4.31%. Several factors contribute to our gender pay gap, including the composition of our workforce and, notably, the proportion of women in senior positions.
What is our gender pay gap?
The full details of Accenture’s gender pay gap in Ireland are published in the table below and are calculated based on our remuneration data in Ireland as of 30 June 2025.
Regulation | Category | 2025 | 2024 | ||
|---|---|---|---|---|---|
7(1) (a) | Mean hourly remuneration | 9.28% | 9.67% | ||
7(1) (b) | Mean hourly remuneration (part-time employees) | -10.94% | -12.41% | ||
7(1) (c) | Mean hourly remuneration (temporary employees) | -0.36% | 1.33% | ||
8(1) (a) | Median hourly remuneration | 4.31% | 1.95% | ||
8(1) (b) | Median hourly remuneration (part-time employees) | -4.72% | 7.62% | ||
8(1) (c) | Median hourly remuneration (temporary employees) | 0.31% | 1.32% | ||
9(1) (a) | Mean bonus remuneration | 23.02% | 30.32% | ||
9(1) (b) | Median bonus remuneration | 3.50% | 9.69% | ||
|
| Male | Female | Male | Female |
9(1) (c) | % of employees paid bonus remuneration | 73% | 73% | 75 % | 75% |
9(1) (d) | % of employees paid benefit-in-kind | 85% | 85% | 79% | 81% |
% of employees who fall within: | Male | Female | Male | Female | |
10(1) (a) | Lower remuneration quartile pay band | 49% | 51% | 47% | 53% |
10(1) (b) | Lower middle remuneration quartile pay band | 51% | 49% | 53% | 47% |
10(1) (c) | Upper middle remuneration quartile pay band | 50% | 50% | 49% | 51% |
10(1) (d) | Upper remuneration quartile pay band | 57% | 43% | 55% | 45% |
What is Accenture in Ireland continuing to do about its gender pay gap?
Accenture is committed to equal opportunity, a workplace free from bias and providing all of our people with the opportunity to thrive and unlock their full potential. Our intention is to foster a culture and a workplace in which all of our people feel a sense of belonging and are respected and empowered to do their best work. We expect our leadership to foster this culture and embody our core values. We are a meritocracy and we proactively monitor our processes in an effort to avoid bias and work to ensure all our people have the right skills, roles and behaviours to successfully advance in their careers at Accenture.
Actions we take include offering employee networks, inclusive benefits including paid maternity and paternity leave, and skill building partnerships.
Accenture Limited
Regulation | Category | 2025 | 2024 | ||
|---|---|---|---|---|---|
7(1) (a) | Mean hourly remuneration | 12.15% | 11.03% | ||
7(1) (b) | Mean hourly remuneration (part-time employees) | -48.49% | -24.21% | ||
7(1) (c) | Mean hourly remuneration (temporary employees) | -0.43% | 0.94% | ||
8(1) (a) | Median hourly remuneration | 3.97% | 2.58% | ||
8(1) (b) | Median hourly remuneration (part-time employees) | -46.08% | 11.62% | ||
8(1) (c) | Median hourly remuneration (temporary employees) | 0.34% | 1.32% | ||
9(1) (a) | Mean bonus remuneration | 21.38% | 33.61% | ||
9(1) (b) | Median bonus remuneration | 4.24% | 12.30% | ||
|
| Male | Female | Male | Female |
9(1) (c) | % of employees paid bonus remuneration | 71% | 70% | 73% | 73% |
9(1) (d) | % of employees paid benefit-in-kind | 84% | 84% | 78% | 80% |
| % of employees who fall within: | Male | Female | Male | Female |
10(1) (a) | Lower remuneration quartile pay band | 48% | 52% | 47% | 53% |
10(1) (b) | Lower middle remuneration quartile pay band | 52% | 48% | 53% | 47% |
10(1) (c) | Upper middle remuneration quartile pay band | 49% | 51% | 51% | 49% |
10(1) (d) | Upper remuneration quartile pay band | 59% | 41% | 57% | 43% |
Accenture Global Solutions Limited
Regulation | Category | 2025 | 2024 | ||
|---|---|---|---|---|---|
7(1) (a) | Mean hourly remuneration | 0.54% | 10.75% | ||
7(1) (b) | Mean hourly remuneration (part-time employees) | -11.45% | 31.68% | ||
7(1) (c) | Mean hourly remuneration (temporary employees) | -5.67% | 33.75% | ||
8(1) (a) | Median hourly remuneration | 8.26% | 8.99% | ||
8(1) (b) | Median hourly remuneration (part-time employees) | -4.78% | 38.52% | ||
8(1) (c) | Median hourly remuneration (temporary employees) | -14.72% | 0% | ||
9(1) (a) | Mean bonus remuneration | 28.62% | 17.51% | ||
9(1) (b) | Median bonus remuneration | 15.67% | 25.65% | ||
|
| Male | Female | Male | Female |
9(1) (c) | % of employees paid bonus remuneration | 94% | 95% | 92% | 92% |
9(1) (d) | % of employees paid benefit-in-kind | 93% | 93% | 91% | 92% |
| % of employees who fall within: | Male | Female | Male | Female |
10(1) (a) | Lower remuneration quartile pay band | 40% | 60% | 39% | 61% |
10(1) (b) | Lower middle remuneration quartile pay band | 43% | 57% | 41% | 59% |
10(1) (c) | Upper middle remuneration quartile pay band | 47% | 53% | 52% | 48% |
10(1) (d) | Upper remuneration quartile pay band | 56% | 44% | 53% | 47% |
Droga5 Ireland Company
Regulation | Category | 2025* | |
|---|---|---|---|
7(1) (a) | Mean hourly remuneration | 15.11% | |
7(1) (b) | Mean hourly remuneration (part-time employees) | 29.97% | |
7(1) (c) | Mean hourly remuneration (temporary employees) | - | |
8(1) (a) | Median hourly remuneration | -3.49% | |
8(1) (b) | Median hourly remuneration (part-time employees) | 29.97% | |
8(1) (c) | Median hourly remuneration (temporary employees) | - | |
9(1) (a) | Mean bonus remuneration | 61.47% | |
9(1) (b) | Median bonus remuneration | -9.24% | |
|
| Male | Female |
9(1) (c) | % of employees paid bonus remuneration | 81% of | 79% |
9(1) (d) | % of employees paid benefit-in-kind | 92% | 82% |
| % of employees who fall within: | Male | Female |
10(1) (a) | Lower remuneration quartile pay band | 53% | 47% |
10(1) (b) | Lower middle remuneration quartile pay band | 40% | 60% |
10(1) (c) | Upper middle remuneration quartile pay band | 27% | 73% |
10(1) (d) | Upper remuneration quartile pay band | 53% | 47% |
Accenture International Ltd. Company
| Regulation | Category | 2025* | |
|---|---|---|---|
7(1) (a) | Mean hourly remuneration | 0.14% | |
7(1) (b) | Mean hourly remuneration (part-time employees) | - | |
7(1) (c) | Mean hourly remuneration (temporary employees) | - | |
8(1) (a) | Median hourly remuneration | 6.22% | |
8(1) (b) | Median hourly remuneration (part-time employees) | - | |
8(1) (c) | Median hourly remuneration (temporary employees) | - | |
9(1) (a) | Mean bonus remuneration | 15.20% | |
9(1) (b) | Median bonus remuneration | -18.52% | |
|
| Male | Female |
9(1) (c) | % of employees paid bonus remuneration | 93% | 97% |
9(1) (d) | % of employees paid benefit-in-kind | 93% | 97% |
| % of employees who fall within: | Male | Female |
10(1) (a) | Lower remuneration quartile pay band | 47% | 53% |
10(1) (b) | Lower middle remuneration quartile pay band | 47% | 53% |
10(1) (c) | Upper middle remuneration quartile pay band | 67% | 33% |
10(1) (d) | Upper remuneration quartile pay band | 36% | 64% |
*First year of entity reporting eligibility