Winthrop Technologies Limited (WTL) is a unique provider of turnkey data centre delivery services to our partners in the technology and cloud services sector. WTL views Gender Pay Gap Reporting as a positive initiative, as it will serve as an ongoing barometer against which we can measure our progress into the future.
This Gender Pay Gap Report is based on data as of 1st June 2022 for the Winthrop Technologies Limited Irish workforce.
Gender Pay Gap legislation requires employers with 250 or more employees to publish statutory calculations every year showing the difference between the average earnings of men and women within our business.
It is important to note that Gender pay gap is different to equal pay. The gender pay gap shows the difference in average pay between men and women. Equal pay requires that men and women who carry out the same or similar jobs; or work of equal value, are paid the same.
WTL is strongly committed to equal pay for the same or similar jobs. We have processes in place to ensure there is equal pay for the same or similar work and operate our business and compensation policy according to meritocratic principles.
WTL is similarly committed to the creation of an inclusive workplace where everyone has the opportunity to achieve their maximum potential. Promoting and supporting diversity and inclusion allows us to learn and grow from the understanding of different backgrounds and perspectives and to generate improved outcomes for our clients and our people.
The organisation is led by Anne Dooley (CEO) and Bernard Keane (Managing Director) both of whom have contributed enormously to the growth and success of the organisation over a number of years.
The percentage of the workforce accounted for by male and female employees
The Figures set out below have been calculated using the standard methodologies used in the Gender Pay Gap Information Act 2021 and all pertain to the 12-month period to 1st June, 2022.
The gender pay gap represents the difference in average pay between men and women calculated according to the mean and median averages.
Like many in our industry, there is a lower representation of females than we would like. Although our CEO and a number of other senior management positions are currently held by females, it remains an objective of the organization to see this develop further in the coming years via the attraction of more females to the sector and the progression of more current female employees in the company.
The gender pay gap calculation reflects the position at a point in time. Analysis shows that the representation of males in senior roles contributes to the gap. The representation of females in more senior positions has grown since the calculations were prepared. The relatively low number of females in the sector traditionally, while changing, contributes to the current gap with a higher number of males in senior positions or with longer tenure.
Mean – the mean average is the total of all payments divided by the total number of employees. The difference between the mean hourly remuneration of relevant employees of the male gender and relevant employees of the female gender is expressed as a % of the mean hourly remuneration of relevant employees of the male gender – as below:
(A-B)/A x 100
A is the mean hourly remuneration of all relevant employees of the male gender
B is the mean hourly remuneration of all relevant employees of the female gender
Median – the median average is the midpoint of the relevant set of data. Rank all male employees according to hourly remuneration. Count the number of individuals and identify the individual at the mid-point, identify the hourly remuneration of this individual – this is the median. The difference between the median hourly remuneration of relevant employees of the male gender and that of relevant employees of the female gender is expressed as a percentage of the mean hourly remuneration of relevant employees of the male gender – as below:
(A-B)/A x 100
A is the median hourly remuneration of all relevant employees of the male gender; and B is the median hourly remuneration of all relevant employees of the female gender.
% of (fe)males receiving a bonus / BIK – the % of (fe)males in employment as of 1 June 2022 that received a bonus / BIK payment in the prior 12 month period
Pay Quartile – All individuals in employment as of 1 June 2022 were ranked according to hourly remuneration, lowest to highest paid. The employees were then then divided into four groups each comprising an equal number of employees, thereby determining the group that earned the most on average and so on. The headcount of each group was then broken out between females and males and the % of each gender in each group calculated.