Gender Pay Gap 2025
About the Gender Pay Gap
All Irish organisations that employ in excess of 50 employees are required by law to report annually on their Gender Pay Gap. The Gender Pay Gap is defined as the difference in the average earnings of men and women over a standard period of time, regardless of their role or seniority.
Where we report
We publish our report on our websites, Flogas.ie and Flogasenterprise.ie
Our ambition
Our ambition remains to be an employer of choice, attracting and retaining a truly diverse range of talented employees who are motivated and engaged. We have focused our efforts on the continued development of our processes, including attraction, onboarding, learning & development, Inclusion & Diversity initiatives, and reward, to maintain our positive position and to support all our colleagues to achieve their full potential.
About our pay gap (all employees)
The population covered by the report is 357 employees: 55% male and 45% female.
Percentage of employees receiving Benefits in Kind
About our pay gap (part time employees)
The population of part time employees covered by the report is 15 employees: 13% male and 87% female.
About our pay gap (temporary contract employees)
The population of temporary contract employees covered by the report is 32 employees: 56% male and 44% female.
Our overall organisation numbers have grown by 8% since 2024. We have seen a significant overall change in the ratio of male to female colleagues, and this continues to be driven by the large volume of new roles being in professions which are not necessarily male dominated, such as customer service, finance, and marketing. Our traditional roles such as, driver, yard hands and field sales are still male dominated, and we struggle to attract women for these roles. We continue to promote and develop female leadership within the organisation and also at a senior management level, with an ambition to increase the ratios even further.
- Our overall Gender Pay Gap of 18.7% and our median gender pay gap of 22.8% are both in favour of men. Our gender pay gap has again been reduced in the last 12 months, this time by 4.1% with plans for further action in the coming financial years.
- We have several different bonus schemes across the organisation which reward performance aligned to business outcomes. We are confident that women and men are treated equally where their roles are at similar levels in terms of application of our bonus schemes.
In our bonus gap results, the mean gap has widened by 5% in 2025, whilst we are disappointed with the widening of the gap, which is due to the larger proportion of male employees in our senior management team. We remain committed to closing this gap in the future by continuing to focus on the development and appointment of female talent at a Senior Level.
Our pay quartiles: 2024
The table below illustrates the gender distribution at Flogas across four equally sized quartiles ranked from lowest hourly rate to the highest hourly rate. Each quartile represents 1/4th of the total workforce and their actual pay over a 12 month’s period to the end of June 2024. Females are represented by the purple colour, and blue represents male employees.
In the last 12 months, the number of females in the lower quartile has increased by 8% in 2025. This can be attributed to the additional roles created during the year which were predominantly at the entry level. We are committed to focusing on attracting, developing, and retaining a diverse range of talent, to support an inclusive workplace as our business operations grows and creating more career paths and progression paths internally.
As our business grows, we are creating a range of new and more diverse roles and new career paths within existing departments. This year we were awarded the silver accreditation from the Irish Centre for Diversity and continue to make investments in our recruitment strategy, focusing on STEM careers and hiring more females into the workforce in senior management roles.
Our focus for the next year
We recognise the benefits of a diverse and inclusive workplace, for our colleagues and for our customers. We will continue to focus on supporting our colleagues through development, including:
- Reviewing our policies, procedures and processes – taking every opportunity to ensure diversity and inclusion by design. Planning to retain our silver accreditation with the Irish Centre for Diversity and being led by their policies and practices in respect to I&D in the workplace.
- Completing our job levelling project in preparation for the EU Pay Transparency Act in 2026 and investing in our reward frameworks, ensuring equitable pay and reward, regardless of gender underpinned by pay principles and job sizing.
- Actively supporting the attraction and development of a diverse talent pool, ensuring that we deliver on our commitments in terms of talent development
- Make continued investments in Leadership Development to support the growth and skills of our leadership teams.
- Continuing to work with our talent acquisition partners to increase diversity in under-represented functions and ensure we are an employer of choice including, Business in the Community, SistersNI and Back to Work Connect.
- Continuing investments in our Female Leadership Development Program focusing on identifying and investing in female talent in the business.