Wayflyer's gender pay gap report
2025 marks the first year that Wayflyer is required to report its gender pay gap data for its Ireland-based employees. While this is our first public report, it is our third year conducting this analysis, following our own internal reviews in 2023 and 2024.
This commitment to proactive measurement reflects our core values of fairness and transparency. We view gender pay gap reporting as an important opportunity to assess our position, understand the underlying causes, and take meaningful action toward building a more equitable and inclusive workplace.
Reporting details: This report uses data for a 12-month period from a snapshot date of 15 June 2025. Gender information is based on employees' self-declared data. This data reflects our Ireland-based employees only and does not include our full global employee base.
Understanding Gender Pay Gap
The gender pay gap is the difference in average hourly pay between men and women across an entire workforce, regardless of role or seniority. It's important to distinguish this from equal pay, which means men and women performing the same work receive equal remuneration. An assessment of equal pay is not captured by this report.
A gender pay gap reflects the distribution of men and women across different roles and seniority levels within an organisation. We are committed to both equal pay for equal work and to reducing our gender pay gap by improving gender balance across all levels of our company.
Our 2025 Results at a Glance
Our Ireland gender pay gap report shows:
- Mean hourly pay gap: 20% (in favour of men)
- Median hourly pay gap: 27% (in favour of men)
Understanding Our Gap
Our analysis shows that the gap is primarily driven by two factors:
- Senior Leadership Representation: We have a higher proportion of men than women at our most senior and highest-earning levels
- Departmental Distribution: Key high-paying departments, such as Tech, Engineering, and Sales leadership, are predominantly male
These findings reinforce the importance of our ongoing efforts to increase gender diversity at all levels of the organisation, particularly in leadership and technical roles.
Our Commitment to Gender Pay Equity
At Wayflyer, we believe that creating a fair and equitable workplace is fundamental to our success. Gender pay equity is not just a legal obligation, it's a business imperative and a reflection of our values.
What We're Doing
Transparent Compensation Practices
We use external salary benchmarking data for all roles and review remuneration annually. Our guiding principle is to maintain a transparent, consistent, and unbiased approach to all salary decisions.
Objective Performance Management
We use a standardised performance assessment framework to ensure all employees are evaluated fairly against consistent criteria, helping to reduce unconscious bias in decisions that affect compensation.
Building Diverse Talent Pipelines
Our Talent team actively focuses on building diverse candidate pipelines for all roles. We're committed to increasing gender representation, particularly in our senior leadership and technical departments where we've identified gaps.
Supporting Our People
We actively support Women of Wayflyer, our employee-led community that provides mentorship, sponsorship, and professional development opportunities, creating an environment where women can thrive and advance their careers.
Investing in Future Talent
We're designing our 2026 graduate hiring program with a core focus on attracting a diverse cohort of early-career talent, building a more balanced talent pipeline for the future leaders of Wayflyer.
Our Path Forward
This first public report is a critical step in our journey. We are dedicated to making meaningful progress and will continue to track our data, refine our strategies, and report transparently on our progress year over year.
We recognise there is significant work to be done, and we're committed to taking concrete action to build a more equitable workplace for everyone at Wayflyer.
Download the Full Report
For complete details on our methodology, comprehensive data breakdown, pay quartiles, bonus information, and our full action plan, download our complete 2025 Gender Pay Gap Report.