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.
Gender Pay Gap legislation requires employers with 50 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 the 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 adults, regardless of gender, 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 strictly meritocratic principles.
WTL is similarly committed to the creation of an inclusive workplace where everyone can 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 their years with the company.
This Gender Pay Gap Report is based on data as of 1st June 2025 for employees of Winthrop Technologies Ltd.
Gender Balance
Figure 1: Percentage of the workforce accounted for by male and female employees
The Gender Balance report for 2025 represents a positive development versus the previous year with the proportion of females in the organization increasing from 20% to 28%.
This reflects a degree of success in ongoing initiatives towards increasing the number of females in the sector and the organization, as well as strong retention of female employees while there was an overall decrease in male headcount year-on-year (as a result of reduced volume of Irish projects).
Gender Pay Gap
Figure 2: The gender pay gap represents the difference in average pay between men and women calculated according to the mean and median averages
The Figures set out above 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 2025.
The gender pay gap figures reported here are largely in line with the prior year figures. Both gaps are a function of having more males in the business for longer periods and with more high-paying technical qualifications (and hence more males in more senior and highly qualified positions) which remains a characteristic of the sector. Steps to attract females into the business and sector, such as the graduate programme and attendance at women in STEM jobs fairs are ongoing. That said the continued dominance of male graduates in the Construction and engineering sectors makes it difficult to entirely reverse any apparent imbalance.
Gender Pay Gap – Bonus
Figure 3: Percentage of male and female employees receiving a bonus compared to the median and mean figures
The mean average bonus paid to males in the 12-month period was 24% higher than the mean average paid to females. The period under review featured a one-off bonus payment to staff. This bonus in particular reflected the wish of the shareholders to recognise the contribution of staff to a sustained period of exceptional business growth and to incentivise staff to apply ongoing focus and commitment to achieving further growth, as a transaction to introduce a new partner to the business, Blackstone LLC, was completed. This additional bonus inflated the average bonus across the business and when applied to the number of males in the business resulted in a higher mean bonus for males vs females in the business.
The median average represents the mid-point of all bonuses paid to individuals of either gender. In the current year the median average bonus has increased for males as a result of an increased % of males being in receipt of bonuses vs the prior year. This combined with a small reduction in the % of females in receipt of a bonus, mean that the median bonus for males was 64% higher than for females. Reductions in the % of females in receipt of bonuses is a function of turnover in female staff after the bonus period early in 2025.
Positively, the number of employees receiving bonuses (male and female) has increased versus the previous year from 86% to 91%.
Benefit-In-Kind Comparison
Figure 4: Percentage of male and female employees receiving Benefit-in-Kind from Winthrop
The % of males receiving Benefit-in-Kind payments is stable vs the prior year, whereas the % of females in receipt of Benefit-in-Kind payments has dropped, partially due to a reduced proportion of headcount from abroad operating on Irish projects and partially as a result of turnover in female staff and resulting change in staff profile reducing BIK element of compensation for female staff.
Gender Pay Gap – Pay Quartiles
Figure 5: Each chart shows the division of male and female employees in each pay quartile
While we continue to focus on attracting a growing number of females to the organization, it is encouraging to note that the percentage of females in the business increased year-on-year from 20% last year to 28% this year.
Similarly, it is encouraging that there was a 3% increase in the proportion of females in the upper pay quartile, a 10% increase in the % of females in the upper middle pay quartile when compared to last year and a 5% increase in the proportion of females in the lower middle pay quartile.
The increase of 14% females in the lower pay quartile illustrates, in combination with a general drop in male headcount in the business, the continued effort to attract females to the business through the graduate programme, which is now in its third year. This will hopefully position Winthrop to further grow its female workforce going forward.
Although our CEO and several other senior management positions are currently held by females, it remains an objective of the organization to see this increase further in the coming years via the attraction of more females to the sector and the retention and progression of more current female employees in the company.
Data Influences
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 relatively low number of females in the sector traditionally, and as reflected in graduate profiles from the technical courses the company requires, while changing, contributes to the current gap with a higher number of males in senior positions or with longer tenure.
Glossary of Terms
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
Where:
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
Where:
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 2024 that received a bonus / BIK payment in the prior 12 month period
Pay Quartile – All individuals in employment as of 1 June 2024 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.