GENDER PAY GAP REPORT
2023 - 2024
A MESSAGE FROM PAUL REILLY
PHX Ireland is unwavering in its commitment to foster an inclusive and equitable workplace. Transparency and fairness remain cornerstones of our organisational ethos, with diversity and inclusion embedded as non-negotiable principles of our success.
This year’s gender pay gap report reflects the progress we have made, as we are pleased to report an improvement across our established PHX Ireland businesses – UnitedDrug, LloydsPharmacyIreland,and TCPHomecare.
During the past year our business expanded with the acquisition of McCabes Pharmacy. We are confident that we can apply the valuable lessons learned from these businesses to McCabes Pharmacy, enabling it over time to benefit from our proven approachand commitmentto equality.
The report not only highlights our achievements to date but also outlines our vision for a future where opportunity is truly equitable, and merit is the sole determinant of success. By addressing the gender pay gap with transparency and purpose, we reaffirm our commitment to cultivate an environment that celebrates diversity and ensuresfair recognition for everyteammember’scontributions.
We know that driving meaningful change requires shared responsibility, collaboration, and sustained effort. Together, we will continue to build a workplace that exemplifies fairness, equity,and opportunity for all.
Paul Reilly
PaulReilly | Chief ExecutiveOfficer,PHX Ireland
GENDER PAYREPORT 2024
What is covered in this gender pay report?
Mean Gender Pay Gap
Thedifferencebetween GPG hourly remuneration rate ofmenandwomenat 30 June 2024.
Median Gender Pay Gap
Thedifferencebetween midpoints in the rangesof GPG hourly remuneration rate ofmenand womenat 30June2024.
Proportion of male and female employees who received bonus payments or BIK payments.
Mean Bonus Pay Gap
Thedifferencebetween averagebonuspaypaidof menandwomenin the12 monthsupto 30 June 2024.
Median Bonus Pay Gap
Thedifferencebetween midpoints in the rangesof bonuspaypaidtomenand womenin the12 monthsup to30June2024.
Pay quartiles gender split showing the pay rates from the lowest to the highest, in four equal size groups, with the percentage of males and females in each quartile.
GENDER PAYREPORT 2024
About Us
PHXIreland, a Phoenix Company,is Ireland’sleading pharmaceutical wholesaler, pharmacy retailer and service provider specialising in direct to patient services in the Republic of Ireland. It is the parent company of four businesses in Ireland.
United Drug has been a force for innovation in Ireland’s pharmaceutical industry and employsmorethan600 employeesacrossoperationsin Dublin, LimerickandBallina.
LloydsPharmacy is the leading pharmacy chain in Ireland with 80 pharmacies located in the heart of local communities throughout the country. LloydsPharmacy employs over 750 colleagues that all share a single passion – to help people and improve care in everysetting one product,onepartner,onepatientatatime.
TCP Homecare specialises in ‘direct to patient services’ which include the dispensing and distribution of pharmaceutical products, homecare nursing services and sharps waste management. It offers a unique turnkey solution for the delivery of hospital care in the patient’s home. With more than 200 employees, including over 120 nurses, it works with over 30 pharmaceutical and HSE clients with over 50,000 annual patient visitsin thehome.
McCabes Pharmacy is one of Ireland’s most cherished pharmacy providers, delivering innovative services for over 40 years. With over 450 employees It prioritises compassionate care, trustworthy advice, speedy service, and excellent value for money, alwaysputting patientsandcustomersfirst.
PHX IRELAND OVERVIEW
BREAKING DOWN OUR RESULTS (EXCLUDING McCABES)
(1709FullTimeEmployees)
BREAKING DOWN OUR RESULTS (INCLUDING McCABES)
PHX IRELAND GENDER PAYGAP 2024
The organisation is 74.82% female. When we look at pay quartiles, females are the majority in each quartile. The proportion of females is lowest in the upper quartile, reflecting the long service of the executive board and senior leaders who are predominantly male,manyofwhomhavemorethan10yearsservice.
Colleagues Employed
PHX IRELAND - KEY COMPARISONS
2023
(1814 Employees)
2024 (ExcludingMcCabesPharmacy)
(1709Employees)
2024 (IncludingMcCabesPharmacy)
(2192Employees)
Percentage
2024
PHX IRELAND - KEY INSIGHTS
*NOTE:TheacquisitionofMcCabesPharmacyhashadamaterialimpactonthedata,duetoasignificantchangetoheadcount. ThishasimpactedKPIsandmasksunderlyingprogresstheorganisation hasmadeduringthepast12months.
Insights:
• FemaleCEOofRetailaddedtotheseniorboard,improving themale-to-femaleratiofrom3:1 (2023) to2:1 (2024).
• Mean genderpay gapremainedbroadlyflat (including McCabesPharmacy)
• Median genderpaygapincreased 3.09%
• Underlyingyearonyearimprovementsstemfromincreasedfemalehiring, particularlyatsenior andmid-senior levelsin the centralPHXSupportOfficeandUnitedDrug.
• While the mean gender bonus gap remained broadly flat, the median bonus gap increased due to a higher proportion of male executivesandsenior leadersreceivingbonuspayments.
FemaleHiringSuccess:
• Femalenewhiresoutpacedmales2:1 (67%)acrossPHXIreland.
• InthePHX HeadOffice,72% (18) ofnewhireswerefemale,primarily in middle management andsenior roles.
LowerQuartileWorkforce:
• A predominantly female group continues to occupy lower-quartile positions within United Drug and in retail, primarily on introductorywarehouseratesandretailrates.
OngoingChallenges:
• High proportion ofpart-timefemaleemployees in entry level roles.
• SeniormaleexecutiveswithbroaderEuropeanresponsibilitieswhoworkforPhoenixEuropebutsitontheIrishpayrolland thereforearereportedin thisentity’sfigures.
Commitment to Change:
• We remain dedicatedto addressing these disparities by continuing to focus on hiring, promotion, and working hard on levelling out identified gender pay gaps across the organisation.
UNITED DRUG - OVERVIEW
Within United Drug, there is a near-even gender distribution. Only 10.9% of our workforce is engaged in part-time employment. A higher percentage of our part time workers are female. Female representation is most pronounced in the lower quartiles. Conversely, male teammates assume a more prevalentpresencein theupper quartiles.
Colleagues Employed
UNITED DRUG - SUMMARY
(589Employees)
AllStaff GenderPayGaps:
• Meangenderpaygapreducedto10.11%, a4.19% decreasefrom2023.
• Median gender paygapreducedto2.94%,a3.46% improvement.
• Thesereductionsareattributed to increasedfemalehiresatmid-senior levels.
Part-TimePayGap:
• Mean gender part-time pay gap is favourable and has widened to -12.52% (up from -8.1% in 2023) due to the significant number of females in part-time roles and morefemalesat mid-levelrolesworking part time.
• Medianpart-time genderpay gapalsoremainsfavourabletofemalesat-0.82%.
Bonuses:
• Genderbalancein bonusdistribution remainsconsistent acrossUnitedDrug. Benefits in Kind (BIK):
• A higher proportion of Femaleemployeesreceive BIKcomparedtomales. This wasduetothehiringofanumberoffemalesintosalesroleswheretheywouldhave acompanycar.
UNITED DRUG - INSIGHTS
2024
Progress in Pay Gap Reduction:
• The mean gender pay gap remains influenced by the presence of male board members on the United Drug payroll, including an additional memberwhojoinedin 2024.
• The median gender pay gap has reduced, driven by increased hiring of females at mid-senior and senior levels, with fewer hires in entry-level rolesthat typically occupythelowerquartile.
Quartile Distribution:
• Despiteprogress,ahigherpercentageofmalesremainintheupper middle andupperquartiles
Gender BonusGap:
• The median gender bonus gap increased significantly from 12.1% to 38.05%.
• This shift is driven by recent organisational design within our UDW Commercialteam
• Therehasalsobeenanincreaseinmenreceivingbonuses,contributing tothewideninggap.
Commitment to Action:
• While we’ve made strides in reducing our gender pay gap, we recognise the need for ongoing efforts to address disparities at senior levels and in bonus structuresto ensure continued progress.
• We are encouraged by the positive shifts in gender pay gaps and leadership representation and remain focused on addressing disparities, particularly in upper quartile representation and part-time pay.
LLOYDS PHARMACY IRELAND - OVERVIEW
As a retail pharmacy group, we, like others in the industry, tend to employ a higher proportion of women in front-line retail pharmacy positions.. It is important to note thatthesepositions generally pay lessthanpharmacistrolesalbeit atmarketnorms.
Our workforce consists of 753 colleagues, with 87% female. A significant portion of our team works part-time, accounting for 56% of our employees. Women are wellrepresented across all levels of our organisational structure, highlighting our commitment to gender diversity. This aligns with industry demographics, along with our focuson part-time flexibility and inclusive representation, and demonstratesour dedicationto foster an inclusive workplace atLloydsPharmacy Ireland.
Colleagues Employed
LLOYDS PHARMACY IRELAND - SUMMARY
(753employees)
OverallPayGap:
• Mean genderpaygaphasreducedby2.2% since 2023
• Median genderpaygap has increased by 4.4%; this increase is attributed to
Quartile Distribution:
• Overall gender distribution remains heavily skewed, with females comprising 73.5% and
• malesmakingup26.5% in theupper quartile.
• This trend is also reflected within the pharmacist population which is 67% female, and 33% male.Thisalignswithsectortrends.
Part-Time Roles:
• Mean genderpaygapdecreasedby2.6%;median gender paygapreducedby 9.4%andis nowfavourable to females
• Among300 OverTheCounter(OTC)andSalesemployees,malesrepresentlessthan8%of thegroup,with76%ofemployeesworkingpart-time.
Flexible Working andGenderEquality:
• Both male and female colleagues utilise flexible working arrangements across all job roles andpayquartiles,affectingbothbasepayandbonuspayments.
BenefitsinKind(BIK):
• The percentage of employees receiving BIK has increased significantly for both genders, reflectingourcommitmentto recognising employeeperformanceandservicemilestones.
• BIK benefits, provided via vouchers,demonstrateour dedicationto rewarding all employees equally, regardlessof gender.
LLOYDS PHARMACY IRELAND - KEY INSIGHTS
Progress on Gender Pay Gap:
• The mean gender pay gap has decreased, while the median gender pay gap has slightly increased, indicating progress but also highlighting the ongoing challenge in achieving balance, particularly in retailpharmacy.
Representation Across Quartiles:
• Women are well-represented across all pay quartiles, with a significant proportion in part-time roles.
• Female employees occupy roles at all levels, though a number of senior positions are at the group level not in Retail, but sit on sister company payrolls (HR, Marketing, Legal) due to internal matix stucture, influencing overalldistribution.
BonusPayGapImprovement:
• Proportion offemalesreceivingbonuseshasincreased.
• The bonus gender pay gap has significantly reduced, with the mean and median narrowingby 18.6%and19.5%,respectively.
Commitment to Change:
• While progress has been made, we remain focused on continuing our efforts to reduce the gender pay gap and further promote diversity and inclusion acrossall areasofourbusiness.
Commitment to Improvement:
• We remain focused on addressing the disparities in the upper quartile and continue to enhance our employee recognition programs, ensuring equitable access to benefits andcareerprogression forallcolleagues.
• This includes disparities in the upper quartile. Wecontinue to enhance our employee recognition programs, ensuring equitable access to benefits andcareerprogression forall colleagues.
McCABES PHARMACY IRELAND - OVERVIEW
Our workforce consistsof 483 colleagues, with a genderdistributionthatclosely alignswith industry standards.85% of our colleaguesare female.McCabesPharmacy is now integrated into the PHX Ireland Group, and we are working diligently to bring its gender pay practices in line with the high standards that have been set across our sistercompanies.
Colleagues Employed
MCCABES PHARMACY IRELAND - KEY INSIGHTS
OverallPayGap
• Themean genderpaygapis47.28% and32.18% forthemediangap.
• Thesefiguresareinfluencedby thehigherproportion offemaleemployeesin the lower quartile entry level roles.
Quartile Distribution
• While the male population is greatest in the upper quartile, all quartiles remain heavily female.
Bonus Payments
• Thepercentageofmenandwomenreceivingbonusesandbenefitsinkind(BIK)isrelatively lowacrosstheorganisation.
• A notable factor in the bonus gender gap is a once-off transaction bonus, which has caused asignificant impacton themeanbonusgenderpaygapfigure.
Commitment to Change:
We are committed to taking learnings from other parts of PHX Ireland and levelling out identified gender pay gaps across the McCabes organisation.
TCP HOMECARE - OVERVIEW
The organisation is made up of 87.32% female employees and 12.67% male employees. This gender distribution aligns with sector norms, as a nurse-led organisation.
Female employees make up the majority of each quartile. The gender split in the upper middle quartile reflects a higher proportion of female employees in management positions, and this is reflective of the gender split across the organisation. The leadership team is also predominantly female.
Colleagues Employed
TCP HOMECARE - KEY INSIGHTS
213employees)
gap Percentage of women andmen paid a bonus Percentage of women and men receiving Benefits in Kind
OverallPayGap:
• Meangenderpaygap:-4.32%
• Median gender paygap:-11.05%
• 90.14%ofemployeesworkfull-time, while9.86%workpart-time.
• Male part-time colleagues represent less than 0.5% of workforce, resulting in extreme negative gender paygapsforthepart-timecohort.
Bonus Distribution &Payments:
• Bonus payments are relatively balanced between genders, with a slightly higher proportion of femaleemployees(8.24%)receivingabonus.
• The higher proportion of female bonus recipients is attributed to the eligibility for the company-wide Christmas voucher, with male employees hired later in 2024 not eligible due to their commencement dates.
• The median gender bonus gap remains flat, while the mean gender bonus gap stands at 24.19%, attributed to 11% of male colleagues holding senior leadership positions.
Benefits in Kind (BIK):
• Thereisalowvariancein theBIKproportions betweengenders,ashealthinsuranceisofferedto all regular employees.
Flexible Work Patterns:
• While part-time working has slightly increased, the nature of nursing work allows for flexible work arrangements, such as condensing hours into 3 or 4-day work weeks. This flexibility has enabled many female colleagues to remain in full-time employment.
Commitment to Equity:
• The figures reflect a strong female presence across the company, and we remain committed to addressing any imbalances while ensuring fair and equal opportunities for all employees, regardless of gender.
NEXT STEPS -BUILDING ON OUR FOUNDATIONS OF 2023
Increase Female Representation at Mid-Senior Level
Aimfor40% femalerepresentation atthemid-senior levelwithinthenext 5years;oneadditionalfemaleleaderaddedtoboardduring2024. 1
Expand the Female Mentoring Program
6
Review Role Profile Templates to Remove Gender Bias Language
Ensurealljobdescriptions androleprofiles arefreefromgendered language,using inclusivelanguagethatappealstoadiversetalentpool.
Conduct
Regular Pay Audits
3
Implemente-learning, webinars, and lunch-and-learn sessions aimedat managersand recruitersto addressunconsciousbias. 2
4
Weexpandedthenumberofparticipants in theFemaleMentoring Programmein 2024 tofosterfemaleleadershipdevelopment.Thiswill continue.
Enhance Education on Unconscious Bias
5
Family-Friendly Policies
Continue to evaluateandenhancefamily-friendly policiesto support teammateswith additional caregiving responsibilities.
7 8
Perform periodic pay audits across all levels of the organisation, not just for gender, but also for race, disability, and other factors. Ensure transparency in pay rangesandaddressany disparities found.
Increase Female Representation at Mid-Senior Level
Encouragemaleemployeestobecomealliesin genderequality initiatives. Male alliescan play a significant role in advocatingfor women in theworkplace,helpingtoreducegenderbiasandsupporting policies thatpromotegenderparity.
Partner with External Organizations for Gender Equality
9
Workwith externalorganisations or participate in industry-wide initiatives aimedatgenderequality. Joining networksandorganizations that promotewomen’sleadershipcanoffer newinsights, benchmarking, and externalaccountability.
Strengthen Pre/Post Maternity Support
Provideadditionalsupportsandcoachingforfemalesgoingonor returning from maternity leave.
GENDER PAYGAP 2024
Contact Details
HillaryCollins PeopleandCultureDirector
PHX Ireland United DrugHouse
MagnaDrive
MagnaBusinessPark
CitywestRoad
D24 XKE5 Ireland
hillary.collins@phxireland.ie
PHX Ireland Group is committed to taking tangible, proactive steps to narrow the gender pay gap across our businesses. While we have made substantial progress in previous years, including a reduction in our mean and median gender pay gaps, we recognise that more work is required, particularly as we continue to integrate our new acquisition, McCabes Pharmacy, into our operations. While this presents a challenge, we are energised and fully committed to align our gender pay practices andstandardsacrosstheorganisation.
A key enabler in achieving our goal is the introduction of a new Human Resource Information System (HRIS). This powerful tool will provide us with real-time analytics and reporting onour workforce. With this access tocomprehensive data ongender pay distribution, bonuses, promotions, and employee turnover, we will be better equipped to make data-driven decisions and swiftly address any emerging disparities, helping usaccelerateoureffortstowardsclosingthegenderpaygap.
Closing the gender pay gap requires sustained effort across all levels of the organisation. While we are proud of the progress we’ve made, we acknowledge that there is still much to do. Our focus in 2024 has been to maintaining progress in our existing teams but also on bringing McCabes Pharmacy in line with the high standards we have set across the rest of PHX Ireland Group. We are committed to using every tool at our disposal, to make 2025 a year of proactive action, ensuring that gender pay equity becomesa measurableandattainable goalfor allourbusinesses.
HillaryCollins PeopleandCultureDirector