The Gender Pay Report

O’Briens Wine Off License Group is Ireland's largest family owned drinks retailer. We ship directly and exclusively from over 80 wineries worldwide. We have a strong relationship with each of our suppliers which enables us to offer our customers a range of excellent quality wines at the very best value. O’Briens Wines employ over 250 employees across their 34 stores, online & support office.  You will enjoy a unique shopping experience thanks to our modern, contemporary layout, daily in-store tastings, monthly promotions and excellent service from our knowledgeable and friendly staff.

 

What is the Gender Pay Gap?

The gender pay gap is the difference, on average, across a population between  men and women’s pay. The gender pay gap is not only about equal pay for equal work or work of equal value, which is required under the Employment Equality Acts, but it is also about gender representation.

Many factors can contribute to the existence of gender pay gaps. These include differences between men and women in educational attainment and qualifications, occupations, career progression, the prevalence of full-time and part-time working, and responsibility for caring roles.*

*Source: https://www.gov.ie/en/publication/19875-gender-pay-gap-information-reporting-faqs-for-employers/

 

There are two different ways the gender pay gap is reported:

THE MEDIAN DIFFERENCE

If all our team members were lined up in a female and male row, from lowest to highest paid, the median gender pay gap compares the pay of the female or male in the middle of their row lowest paid highest paid.

 

Mean

Hourly Rate

14.95%

Hourly Rate Part-time

-0.52%

Difference in bonus pay

38.71%

THE MEAN DIFFERENCE

The mean gender pay gap is the difference in the average hourly rate of pay between men and women. 

 

Median

Hourly Rate

10.66%

Hourly Rate Part time

1.28%

Difference in bonus pay

49.35%

 

BY QUARTILE

Pay quartiles represent four different salary bands within the organisation, going from lowest to highest. All team members are divided equally into one of the four quartiles. The percentages shown highlight the balance of men and women in each quartile.

Populations by pay quartiles

 

Male

Female

Upper quartile

Q1

79.75%

20.25%

Upper middle quartile

Q2

64.56%

35.44%

Lower middle quartile

Q3

51.90%

48.10%

Lower quartile

Q4

56.25%

43.75%

 

As a company, female colleagues are underrepresented at 37%, and whilst when you delve into different areas of the business these percentages vary.

One key area for action is our store management population. Our retention of store managers whilst fantastic for our business to have longevity, actually hinders promotional opportunities. Our average length of service for a manager is 13.8 years and area of the business is underrepresented at only 11% female. Our mean bonus pay gap is 38.71% and the median is 49.35%, as our bonus structure in stores gives managers the opportunity to earn a higher percentage, and stores performed partially well during the reporting period.

We aim to increase the number of women within the organisation by improving how we attract, retain and develop female staff. We plan to do this by reviewing our maternity policy to better support women, using new recruitment campaigns to encourage women to consider careers in the wine trade, and by offering flexible job roles at all levels of the business for both male and female employees.