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Continuing to show progress on our gender pay gap

We have published our third Gender Pay Gap (GPG) report, having voluntarily published our first in 2021, ahead of the Gender Pay Gap Information Act 2021 coming into effect.  This year, we recorded another decrease in our gender pay gap as we continue to deliver proactive plans to address the difference.  

Our mean gender pay gap of 10.6% continues to close with improvements of 0.3% on 2022 and 1% on 2021.  When overtime and role specific allowances are excluded, the gender pay gap falls to 2.6 %, down 1.9% on 2021. The key driver of the GPG is the lower number of women represented across the organisation (27%), in particular within disciplines such as craft and STEM, where roles with overtime and role specific allowances apply. 

Actions to further reduce our Gender Pay Gap 

Our report sets out the actions that we are taking to address the gender pay gap, as part of our wider Diversity, Equity and Inclusion (DEI) Strategy.  

We are reducing the gap by increasing the representation of women across ESB, with a particular focus towards STEM and craft roles where the numbers of women are well below the company average. 

I know that reporting on ESB’s gender pay gap is just one measure to guide our efforts as we aim to build an increasingly diverse workforce. However, it is a visible and important tool that can also help to shape our actions and drive better representation for other under-represented groups. 
Sinead Kilkelly, Executive Director, People and Sustainability


 Actions we are taking to achieve this include: 

  • An ambitious gender target to reach 30% women across ESB by 2025 (currently 27%). 
  • Encouraging more women into STEM and Craft roles. The number of women joining ESB Networks as apprentices continues to increase with women making up 24% of the programme in 2022 and 27% in 2023. 
  • Visible role models through participation in panel discussions and events such as: ‘Women in Our Business – Making a Difference’, ‘Energy Ireland’, and ‘Connecting Women in Technology.’ 
  • Strengthening the STEM talent pipeline through our engagement in STEM TY Programme, ESB Science Blast, STEM Teacher Internship Programme, Engineer and Craft School Visits. 

At ESB, we are committed to building and sustaining a diverse workforce with a culture of inclusion, equity and belonging. Maintaining an environment where people can be themselves, thrive and feel connected to our purpose is essential to delivering our strategy. 
Paddy Hayes, Chief Executive Officer


We are also focusing on interventions to ensure women are supported in their development and progression across the organisation. Actions we are taking to achieve this include: 

  • Introducing ‘Pathways to Success’ on a pilot basis in 2023. This is a new career development initiative, designed by women for women at ESB to develop the talent pipeline. 
  • Increasing leadership capability by embedding DEI within our Executive Committee and senior manager development programmes.  
  • Introducing additional Employee Resource Groups (ERGs). Our ERGs are voluntary, employee-led groups representing each of our business units. We now have four ERGs: Accessibility, Cultural and Ethnic Diversity, Gender, and LGBT+. 
  • Providing supports through our award-winning ‘Managing Successful Parenting Transitions’ programme. This is offered to all new parents, regardless of gender, to level the playing field. 

Our gender pay gap is just one measure to guide our efforts as we aim to build an increasingly diverse workforce.  Publishing this data helps to reinforce our focus on increasing diversity and equity at ESB, supporting an open and inclusive workplace. 

Our 2023 Gender Pay Gap Report is available here.