Astreya Ireland Gender Pay Gap Report 2025

Transparency Today. Progress for Tomorrow.

2025 marks the first year Astreya is required to report Gender Pay Gap data in Ireland. Publishing this information reflects our growth and commitment to creating a fair, inclusive workplace where everyone can thrive.

This report is based on a snapshot of Astreya’s Irish workforce as of June 30 2025, in line with the Irish Government’s reporting requirements.

Understanding the Gender Pay Gap

The gender pay gap measures the difference in average hourly and bonus pay between men and women, _{regardless of role or seniority.}

It is not a measure of equal pay for the same job; equal pay is a legal requirement and a standard Astreya fully upholds. Reporting the gender pay gap helps us:

• Identify representation trends across levels
• Understand structural pay patterns
• Prioritize actions that support equity and opportunity
• Track progress over time

All metrics presented follow the calculation methods set out in the Irish Government’s gender pay gap reporting guidance for employers.

2025 Snapshot: Key Metrics

(Based on employees in Ireland as of June 2025)

Ireland Pay Gap Data

Hourly Pay Gap

Mean hourly pay gap: 11.3%
Median hourly pay gap: –1.80%

What this indicates:
Women at Astreya have a slightly higher median hourly wage compared to men. The mean gap is higher as a result of fewer women in senior, higher-earning roles.

Bonus Pay

Employees receiving a bonus (male): 5%
Employees receiving a bonus (female): 0%

Context:
Bonus eligibility in Ireland is limited to a small number of senior roles. In 2025, these roles were held exclusively by men, reflecting our current gender distribution at senior levels.

In line with statutory guidance, bonus-related findings should be interpreted with consideration of the limited size of the bonus-eligible population.

Benefits in Kind

100% of male and female employees received benefits in kind (BIK).
All full-time employees in Ireland receive BIK, ensuring equal access for both male and female employees.

Gender Representation

Ireland pay gap data

While women represent a smaller share of our workforce in Ireland, we are committed to strengthening balance, particularly in technical and senior roles where representation is currently lower.

Pay Quartiles

Proportion of men and women in each hourly pay quartile

Ireland pay gap data

‍What We See:

Female representation is strongest in the lower-middle and upper-middle quartiles, contributing to the positive median pay outcome.

Increasing the number of women in senior and upper-quartile roles remains a key focus area.

Our Commitment Going Forward

Astreya remains fully committed to improving our gender representation and reducing the pay gap over time. Our areas of focus include:

1. Increasing Representation
Expanding targeted hiring initiatives to bring more women into technical, emerging-skills, and leadership roles.

2. Supporting Growth & Progression
Enhancing development opportunities, career pathways, and mentorship programs that support advancement.

3. Strengthening Leadership Diversity
Prioritizing female leadership representation, especially at senior and strategic levels.

4. Tracking & Reporting
Using annual reporting, internal metrics, and data-driven reviews to guide long-term action.

Looking Ahead

Our continued commitment to transparent reporting and meaningful progress.

This is our first Gender Pay Gap Report for Ireland, and it provides a clear foundation for progress. As we continue to grow, we remain committed to building a workplace where opportunity is shared, representation is strengthened, and pay equity continues to evolve.

Astreya will continue to report annually and build on the actions outlined here to drive meaningful, sustainable change. We will also continue to meet all mandatory gender pay gap reporting obligations and publish updated results in accordance with future Irish regulatory timelines.

For any inquiries or clarification regarding this report, please contact: comp@astreya.com