Gender Pay Gap Reporting
In 2022, for the first time in the Republic of Ireland, organisations employing more than 250 people are required to publish information on the gender pay gap under The Gender Pay Gap Information Act 2021 (the “Act”). A gender pay gap measures the difference between the average earnings of all women and men across the business, irrespective of the work they do, expressed as a percentage of men’s earnings.
In recent years, the Uniphar Group has grown both organically and by acquisition and, as a result, the Group is made up of a number of separate legal entities. In accordance with the scope of the Act, the Irish Uniphar companies employing more than 250 people at the relevant date are as set out below together with a link to each of their Gender Pay Gap Reports:
- Uniphar Wholesale Limited Gender Pay Gap Report 2022
- Hickey’s Pharmacy Group Limited Gender Pay Gap Report 2022
- SISK Healthcare Unlimited Company Gender Pay Gap Report 2022
In compliance with UK Gender Pay Gap legislation, Star OUTiCO Limited published its Gender Pay Gap report (as of April 2022). You can find details of the Star OUTiCO Limited 2022 Gender Pay Gap report below:
At Uniphar, we want our workforce to be truly representative of all sections of society and for each employee to feel respected and able to give their best. In recent years, Uniphar Group has introduced a number of initiatives to support an inclusive culture for our employees through:
- the launch of the Group Equity, Diversity & Inclusion (“ED&I”) Policy,
- the launch of the Group’s Employee Resource Groups – Women’s Alliance and Rainbow Alliance,
- the utilisation of flexible working guidelines and practices, and
- the roll out of wellbeing initiatives within our business.
As can be seen from the different gender pay gap results across different areas of our business, we believe the gender pay gap is driven largely by demographics in certain job roles. While we continue to monitor developments in relation to gender balance across job roles, we believe a strong focus on the promotion of ED&I initiatives, particularly those relating to ED&I awareness, talent attraction, recruitment and development, will help us achieve our aim of a more equitable, diverse and inclusive workforce which will in turn reduce the gender pay gap.
Actions we have taken to date to promote ED&I and those we intend to roll out across the Group can be found here .
It is important to note that while our regulatory obligation is to report on specific entities within the Group based on employee numbers, we are committed to ensuring that the steps we take to promote ED&I and to understand, monitor and address the gender pay gap apply across the Uniphar Group as a whole. The introduction of our new Group-wide HRIS and payroll systems equip the Group with the business analytic tools to monitor and evaluate progress across these key areas.
We are pleased to take the opportunity to understand and explore the results from the gender pay gap reports and excited by our future plans to promote equity, diversity and inclusion across all our businesses and continue to create an environment in which all colleagues can thrive.