iNUA Hospitality PLC is a privately held hotel owner. It is a portfolio of eight four and five-star hotels throughout Ireland.
iNUA Hospitality PLC Gender Pay Gap Report 2024
The iNUA Hospitality PLC businesses support employment for 1126 colleagues across 8 Hotels. Our business vision, mission and values are underpinned by our people. Our commitment to innovation and sustainability extends beyond our hotels and services, these values shape how we support and empower our people. We believe that diversity drives innovation, and our diverse colleagues drive creativity and progress in every aspect of our business. This commitment also guides our approach to building sustainable employment practices that provides an inclusive and equitable workplace and opportunity for all our teams.
We are proud of the progress we have made since our PLC was formed in 2018; we have highlighted our achievements and are committed to equity in the gender pay gap areas for all our colleagues through our strategy actions for 2025 and beyond as we grow together.
Sean O’Driscoll, CEO, iNUA Hospitality PLC
The Gender Pay Gap and the iNUA Hospitality PLC Report 2024
Explanation and Definitions in GPG
The gender pay gap refers to the difference between what is earned on average by women and men in our organisation based on average gross hourly earnings of all paid employees; not just men and women doing the same job, or with the same experience or working pattern. Our gender pay gap data is based on colleagues who identify as either male or female.
The gender pay gap considers two metrics, the median and the mean pay gap results.
The mean gender pay gap is the difference between the average salary and bonus paid of all female employees, and the average salary and bonus paid of all male employees.
The median gender pay gap is calculated by comparing the middle values in the range of salaries and bonus paid for men and women.
Pay quartiles are calculated by splitting all employees in the businesses into four even groups according to their level of pay. Looking at the proportion of men and women in each quartile gives an indication of the gender representation at different levels of the organisation.
Our data snapshot date for this report is 17 June 2024 to 16 June 2023.
number of employees
Pay Quartiles
Quartile 1 (Upper)
Median gender pay gap
*Mean gender pay gap
Temporary and part time employees
*Median gender pay gap
Temporary and part time employees
*Negative number indicates females earn a higher rate than males in these groups.
Quartile 2 (Upper Middle)
Our 2024 data and addressing the gender pay gap at the iNUA Hospitality PLC
The hospitality services industry is a dynamic sector with colleagues operating in diverse roles ranging from customer-facing positions to operational management roles. Our demographic data reveals a slightly higher proportion of female employees at 54% of the workforce which reflects a higher proportion of females than males in part time and flexible positions across the 8 businesses. This highlights a trend of differing and traditional work patterns between genders also identified in the 1CSO data 2023.
Quartile 3 (Lower Middle)
Our gender pay gap in part-time and temporary roles in 2024 shows a negative pay gap for females where on average they earn higher than their male colleagues. This reflects higher retention and length of service in the female population. In the lower pay quartile, we have the highest proportion of female colleagues, reflecting the male-female distribution across these roles.
To address the gender pay gap and create a more equitable environment, we have focused on the following areas in running our businesses:
Reward
We benchmark rates cross industry and review pay rates annually to ensure our pay remains competitive.
We consistently pay ahead of minimum wage rates at entry.
We make benefits accessible to all colleagues, regardless of role or level, to support equity across the business.
Quartile 4 (Lower)
Recruitment
• We have developed an internal talent acquisition team to support recruitment and develop hiring managers in best practice recruitment to reduce unconscious bias.
We publish clear, transparent criteria for selection when advertising all employment opportunities.
• We have included hybrid work opportunities where feasible.
• We have expanded our flexible work options from commencement for new hires.
Diversity and Inclusion
Proportion Receiving a Bonus
We are proud to have achieved Silver Accreditation from the Irish Centre for Diversity in 2024, demonstrating our commitment to providing an inclusive and equitable workplace. We will continue to build on this through our policies, behaviours & leadership and providing ongoing training and awareness programs to promote understanding and inclusivity.
Talent Development
Deirdre
