Reports

At DeCare, diversity and inclusion is embedded into our purpose and culture. We seek to demonstrate leadership throughout the organization and foster an environment where every individual is respected, supported, and given the opportunity to thrive and feel a sense of belonging. We have a consistent commitment to an inclusive workplace community that values gender balance, authenticity and respect.

The gender pay gap is the difference in the average hourly wage of men and women across a workforce. The Gender Pay Gap Information Act 2021 requires organisations to report on their hourly gender pay gap across a range of metrics:

• Mean and median gender pay gap in hourly pay and bonus pay.
• The percentage of employees per gender receiving a bonus
• The percentage of employees per gender receiving a benefit in kind
• The percentage of men and women in each pay quartile

The gender pay gap is different to equal pay which is a legislative requirement to pay equally for equal work. The Gender Pay Gap is essentially reporting on a gender representation gap.

DeCare Operations Ireland employes a diverse team across a range of roles including Insurance Claims Operations, Professional Services, Information technology, support staff and management,  with 68% working in the Claims Operations department. The nature of our work in this sector means that our workforce is predominantly female, which is reflected in our pay distribution and overall employee profile.

As of the 30 June 2025, we had 86 employees in DeCare Operations Ireland. With our small population, each employee makes an impact.

The gender pay gap is influenced by the distribution of male and female employees across the organization. We have a much higher population of females within the organization, which stands at 83.7% .

Our mean hourly gender pay gap is 5.68% which highlights that men earn 5.68% more than women. The rationale here is that we have a slightly higher proportion of men in senior roles which typically drives a gender pay gap within an organization. When the number of males in the group is very small, this means that the mean gender pay gap is sensitive.

We have bonus parity across the business where both men and women are equally eligible for and can receive bonuses.

The proportion of women receiving benefit in kind is slightly higher than men. The reason for this that more females sign up for our comprehensive benefits which incur BIK.

At DeCare, we are acutely aware of our leadership position in the market and the responsibility that brings to create a work environment for our staff that is inclusive, supportive and that promotes continuous personal improvement, training, and education.

We are an equal opportunities employer and are committed to inclusive hiring and retention strategies.

DeCare has a long history of providing meaningful and comprehensive benefits for employees.  All of our employees work flexible work hours to fit in with their lives and 19% of employees avail of part-time work. We will continue to encourage flexible work in order to attract and retain employees. We will continue to create opportunities for aspiring female leaders through continuous learning, training, and promotion.

The DeCare family of companies is committed to supporting gender equality through efforts such the Women in Finance Charter, 30 % Club and other female business leadership networks such as Network Ireland.