Gender Pay Gap Reporting

Since the Gender Pay Gap Information Act 2021 (the “Act”) was enacted in the Republic of Ireland, medium to large size organisations have been required to report annually on their gender pay gap.

A gender pay gap measures the difference between the average earnings of all women and men across the business, irrespective of the work they do, expressed as a percentage of men’s earnings.

Organisations with over 250 employees have been required to report since 2022. This year, the gender pay gap reporting obligations have now been extended to organisations with over 150 employees, with plans to decrease the threshold again in 2025.

Due to continued growth, both organically and by acquisition, the Group is made up of an increasing number of separate legal entities that come under the remit of the act. In previous years, Uniphar Group published a gender pay gap report for each of the different entities who met the threshold requirements.

In 2024, Uniphar Group will publish a single gender pay gap report encompassing all entities within the Republic of Ireland. We believe publishing a consolidated report better reflects our One Uniphar ethos. Publishing one unified report simplifies the message we wish to communicate to our employees, patients and customers; that Uniphar’s actions to address gender pay matters are being implemented consistently across the group as a whole to improve impact across all levels of the organisation.

In accordance with the scope of the Act, a link to the 2024 Gender Pay Gap Report is published below:

At Uniphar, we have a culture that prioritises respect for individual talents of all our employees. In 2025, we will continue to build on our initiatives to improve our gender balance by undertaking the below actions:

  • Developing a comprehensive group-wide ED&I roadmap, emphasising training and implementing initiatives that promote an inclusive and transparent culture.
  • Launching a Women in Leadership program to support internal talent development and promote gender equity in leadership.
  • Continue to encourage a gender diverse talent pipeline across all levels of the organisation.
  • Assessing and reviewing job descriptions to eliminate gender-coded language.

We acknowledge that the demographics across our businesses contribute to the current gender pay gaps, mirroring broader trends in the sectors we operate in. 3 key demographic factors were identified as the largest contributors to our gender pay gap:

  • Concentration of female employees in frontline retail pharmacy roles,
  • Lower female representation at leadership levels
  • Industry wide gender distribution challenges.

Our gender pay gap contrasts our record on equal pay, and our analyses found that men and women received generally comparable salaries, echoing our dedication to providing equal pay for equal work.

We will continue to explore the results from our gender pay gap reports and develop solutions to address gender disparities. The group-wide ED&I strategy we have developed should continue to keep diversity at the forefront of decision-making throughout 2025 and beyond. Actions we have taken to date to promote ED&I and those we intend to roll out across the Group can be found here.

All companies captured in the Act, must publish historic gender pay gap reports for a period of 3 years, commencing December 2022. You can find a link to individual Gender Pay Gap reports published in 2023 below:

Below you can find links to each Gender Pay Gap report published in 2022 under the Irish and UK Gender Pay Gap regulations: