Gender Pay Gap Report

GENDER PAY GAP REPORT

2026

WEST WOOD CLUB

Gender pay gap disclosure

Snapshot date 1 June 2026

Reporting period 1 June 2025 to 1 June 2026

REPORT NAVIGATION

Table of Contents

01   Introduction

02   Definitions

03   Source of Data

04   Adjustments and Approximations

05   Employment Profile

06   Gender Pay Gap Profile

07   Gender Breakdown by Quartile

08   Analysis

09   Conclusion

This report presents West Wood Club’s employment profile, gender pay gap results and the actions intended to support greater equality over time.

01  INTRODUCTION

West Wood Club acknowledges the value of diversity and gender parity in the workplace. We are dedicated to promoting gender equity and building a working environment where everyone has equal opportunities to succeed. Our organisation is committed to fostering an inclusive, equal, and diverse workforce, and to closing the gender pay gap (GPG). This report provides a transparent overview of our gender pay gap and the actions we are taking to address it, highlighting our progress towards achieving greater equality.

The provision of equal pay between men and women is a key policy priority. In response, the Government enacted the Gender Pay Gap Information Act in July 2021. From 2025 onwards, all organisations in Ireland with over 50 employees are required to report annually on their gender pay gap.

This report represents our organisation’s first formal GPG disclosure, based on data for the 2025 reporting period. It provides a baseline from which we will measure future progress.

The Gender Pay Gap Information Act 2021 introduced the statutory framework for gender pay gap reporting in Ireland and requires organisations to disclose data on their hourly GPG.

Organisations subject to the legislation must select a snapshot date in June. Our chosen snapshot date is 1 June 2026. Gender pay information was calculated using the remuneration of relevant employees between 1 June 2025 and 1 June 2026.

This report explores the factors contributing to the pay gap and outlines the measures we are taking to reduce it over time.

02  DEFINITIONS

Gender Pay Gap (GPG): The gender pay gap is the average difference in gross hourly earnings of men and women, expressed as a percentage of men’s average gross hourly earnings. A positive gap indicates that women are, on average, in a less favourable position than men; a negative gap indicates the reverse.

Relevant date: The date in June selected by a relevant employer for the purposes of the report.

Relevant employee: A person who is an employee for the purposes of the Employment Equality Act 1998 and is employed by the relevant employer on the snapshot date.

Relevant employer: An employer with over 150 employees on the snapshot date.

Relevant pay period: The period of 12 months ending on the snapshot date.

Shift premium pay: The difference between basic pay and any higher rate paid for work during different times of the day or night.

Working hours: The hours when a relevant employee is available, or required to be available, at or near the place of employment for the purposes of working. It excludes hours during which the employee is asleep where suitable sleeping facilities are provided.

Employee Hourly Rate: Hourly remuneration is calculated by dividing total ordinary pay for the reporting period by hours worked. Ordinary pay includes normal salary, allowances, overtime, shift premiums, sick pay and salary top-ups for statutory leave.

Mean Hourly GPG: The difference in the arithmetic average hourly pay for women compared with men within our organisation.

Median Hourly GPG: The difference between women’s median hourly pay and men’s median hourly pay. The median is found by ranking employees from highest to lowest paid and taking the hourly pay of the person in the middle.

Quartiles: Employees are organised into lower, lower middle, upper middle and upper quartiles based on hourly remuneration. The proportion of male and female full-time employees in each quartile is expressed as a percentage.

Snapshot Date: Employers must calculate and publish gender pay gap information for relevant persons employed on a chosen date in June, using remuneration for the 12-month period preceding that date.

Equal pay: Equal pay does not mean that all workers must be paid the same; it means that differences must be based on objective criteria unrelated to gender.

Ordinary pay: The following types of remuneration payable before statutory deductions are made:

• Basic pay

• Allowances

• Pay for piece-work

• Shift premium pay

• Overtime pay

• Pay for sick leave

• Salary top-ups for statutory leave

• Pay for gardening leave

Ordinary pay does not include:

• Remuneration referable to redundancy or termination of employment

• Remuneration other than money

Part-time working: A part-time employee in Ireland is an employee whose normal hours are less than those of a comparable employee. For this report, anyone whose full-time employment status is less than one is assumed to be working part-time. Part-time does not include anyone who is on or has taken unpaid leave during the reporting period, for example parental leave.

03  SOURCE OF DATA

The data for this report was provided by the organisation’s payroll system.

04  ADJUSTMENTS AND APPROXIMATIONS

On 1 June 2026, West Wood Club’s total headcount was 499 employees. This employee breakdown is the source of the report’s metrics, showing the percentage of male and female employees on the snapshot date.

• Employees on unpaid leave, such as career breaks of more than 12 months, who received no pay during the reporting period are included in headcount but excluded from the pay calculations.

• Employees on sick leave are included in the report.

05  EMPLOYMENT PROFILE

On 1 June 2026, there were 499 employees in West Wood Club.

The overall workforce is close to gender balanced. The composition differs between full-time and part-time populations, which can influence organisation-wide pay-gap measures.

06  GENDER PAY GAP PROFILE

The GPG is the difference in the average hourly wage of males and females across a workforce. It does not take account of other factors such as years of service, grade or periods of statutory leave.

BONUSES AND BENEFITS IN KIND

Salary and hourly remuneration gaps are expressed as a percentage of the male figure. Positive gaps favour males; negative gaps favour females. Salary comparisons are supplementary to the hourly remuneration measures. 

07  GENDER BREAKDOWN BY QUARTILE

The proportion of male and female full-time employees in each pay quartile is shown below. There is no requirement to show this information for part-time or temporary employees.

08  ANALYSIS

We welcome the opportunity to report on our gender pay gap as part of our ongoing commitment to transparency and inclusion. The data reflects the current structure of our organisation, including the roles and seniority levels held by employees across different functions.

While the figures highlight some areas for consideration, we are satisfied that our pay practices are aligned with our policies and values. We will continue to monitor developments in this area and remain open to identifying further opportunities to support equality in the workplace.

09  CONCLUSION

Through its own actions and through shared learning on relevant initiatives promoted across the organisation, West Wood Club intends to continue implementing appropriate actions to assist in addressing the gender pay gap.

West Wood Club looks forward to working with its employees on these issues in the time ahead.