Gender Pay Gap Report 2025
Armstrong Timber Engineering Ltd, Kish Business Park, Clogga Road, Arklow, Y14 FX01
1. Background
This report was completed under the requirements of the Gender Pay Gap Information
Act 2021.
The Gender Pay Gap is the difference on average hourly wage of men and women
across a workforce and examines gender parity across an organisation. It should not be
confused with equal pay which deals with the pay differences between people of
different genders who carry out the same jobs, similar jobs or work of equal value.
2. Armstrong Timber Engineering Ltd (ATE)
The snapshot date selected for this report is 29th June 2025.
The reporting period for this report is therefore 30th June 2024 to 29th June 2025
inclusive.
The report outlines any gender differences between the mean and median hourly rates
of pay, bonus pay and benefits in kind within the company and the representation of
males and females within each pay quartile. The differences are also broken down for
part time, temporary and salaried employees.
3. Profile of Employees
ATE has no employees identifying as non-binary within the reference period.
The headcount for the reference period is broken down as follows;
101 Males (90.2%)
11 Females (9.8%)
112 Total Headcount (100%)
• There were 107 full time employees, of which 100 were male and 7 were female
• There were 5 part time employees, all 5 of whom were female.
• There were 2 temporary contracts, both of which were male.
4. Data Collection
Data was collected by the HR and Finance departments from our HR and payroll IT
systems in line with Data Protection requirements, thus data used for producing the
report was only accessible to those who would normally have access as part of their
normal employment duties.
All data provided in this report has been combined to prevent individual employees
being identified.
5. Data Processing
For each person employed the following calculations were made
• Total ordinary pay
• Total bonus pay
• Total benefits in kind received
• Total number of hours worked
• Their hourly remuneration ((Ordinary pay + bonus pay)/hours worked)
Additional calculations were then made in line with the requirement of the Act and
as per the guidance available on www.gov.ie/genderpaygap
6. Results
6.1. Quartiles
All male and female employees were organised into quartiles based on the
calculated hourly remuneration.
6.2. Mean Hourly Gender Pay Gap
The mean hourly remuneration for male and female employees was calculated.
The mean pay gap for women in ATE is -21.3%.
The mean pay gap for part-time female employees is -77.2%
As there are no female employees on temporary contracts the mean pay gap
could not be calculated for this cohort.
6.3. Median Hourly Pay Gap
The median hourly remuneration for male and female employees was
calculated.
The median pay gap for women in ATE is -49.7%.
The median pay gap for part-time female employees is -114.1%
As there are no female employees on temporary contracts the mean pay gap
could not be calculated for this cohort.
6.4. Bonus Payments, and the Mean and Median Pay Gap
84.2% of male employees and 72.7% of female employees received a bonus
payment
The mean gap for women in terms of bonus payments in ATE is -12.4%.
The median gap for women in terms of bonus payments in ATE is -50.3%.
6.5. Benefits In Kind
2.97% of male employees and 0.00% female employees received benefits in
kind.
7.0 Conclusions
83 of the total headcount are male general operatives working in the production
areas, paid on a weekly basis at an hourly rate, with a weekly bonus. ATE’s figures
are skewed by the vast overrepresentation of males amongst the workforce
generally.
Salaried employees are paid monthly with an annual bonus. 10 of the 28
employees in this category are female. Salaried employees have a generally
higher rate of pay, and females are reasonably well represented in this cohort at
35%. When we calculate the pay gap for this cohort of employees;
• The mean pay gap for salaried females is 32.1%
• The median pay gap for salaried females is 0.2%
• The mean bonus pay gap for salaried females is 56.1%
• The median bonus pay gap for salaried females is 11.2%
Of the 5 directors, one is female, and of the 7 holding senior management
positions 2 are female.
8.0 Recommendations
Armstrong Timber Engineering is committed to supporting a gender balance
across our workforce through measures within our control. Ways in which we
could address any imbalances include;
• Encouraging female operatives as part of our production team. Planned
upgrades to welfare facilities in production areas will include the
provision of additional private areas for female employees.
• Inclusion of more females at senior management level.
• Promote equality, diversity and inclusion across the workplace
• Review our recruitment policies and procedures to promote and
encourage diversity
• Encourage all employees to learn and grow with the company including
internal opportunities for progression and development.
• Further review of our production pay and grade structure
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