The data also shows that men tend to be more comfortable negotiating a raise than their female counterparts.
Ahead of International Women’s Day, recruitment platform IrishJobs has released data highlighting the problems of the pay gap and the inequality of expectations between men and women. women with the same abilityat work.
IrishJobs and parent company Stepstone Group compiled the data using research related to salaries and benefits trends from 1.3m job adverts, as well as survey data from 470 and 670 employers in Ireland, as well as the UK and Germany.
The study found that, based on their role, skill level and experience, men expect an average salary of €64,000. In comparison women typically expect €53,000, which is a 17pc gap in pay expectations. According to the report, “the findings show ongoing structural and cultural barriers to workers that continue to change attitudes about wages and real wages.”
Therefore, 79% of men said they were satisfied with their salary, compared to 71% of women who reported.
Almost half (44pc) of women who received a pay rise say the rate of increase does not fully reflect their performance, while 30% of men say the pay rise does not match their performance. The report also revealed that there is a big difference in the way male and female employees approach negotiations with their employer regarding salary.
More than two-thirds of men (67pc) said they felt confident negotiating a pay rise, compared to less than half (47pc) of women who took part and further figures show that last year while men received, on average, a pay rise of more than 6pc, women received a rise of around 5pc.
More awareness
With the EU Pay Transparency Directive coming into force in June this year, the report notes that there are many opportunities to increase transparency around pay structures and help close the gender pay gap in Ireland.
The report noted, “This order is a milestone in the new laws that aim to ensure equal pay for equal work. Among the new rules imposed by this law, employers will be given the authority to publish salary scales in job advertisements and regularly report any gender pay gap in their organization.”
Data from this report shows that 72% of job seekers who participated are prepared to abandon job applications when salary information is not provided. Furthermore, despite changing attitudes during the incoming reforms and stronger expectations about salary visibility, only 38pc of job adverts in Ireland currently display salary ranges.
The report said, “Transparency is highest among large businesses, with 61 pc publishing salaries in job adverts. 30% of Irish businesses expect to publish salary information before the introduction of pay transparency laws in June.”
The lack of transparency can slow down recruitment processes as the report suggests that attracting top talent is becoming a challenge for companies that choose not to disclose up-to-date salary information. Almost 40pc reported applicants lost due to providing salary information too late recruitment process.
Commenting on the findings, Christopher Paye, The Stepstone Group Ireland country director responsible for IrishJobs, said: “The Irish job market remains highly competitive, with employers facing skills shortages, expected wage rises and changing workforce demands.
“In this evolving environment, clear data on pay and compensation is essential to understand how candidates navigate the job market and how employers can attract and retain top talent. IrishJobs’ new salary survey provides insight into these changes, highlighting the growing importance of transparency and the ongoing gender disparity in Ireland.”
He added that it is clear from the findings that there is still a lot of work to be done in solving the cultural and structural barriers that create the gender gap.
She said, “When women are not empowered to feel confident about their market value, it reinforces the inequalities that already exist in the labor market. With only 38pc of job adverts in Ireland showing salary ranges, increasing transparency in salary ranges can help address this inequality and ensure that talent is rewarded fairly, regardless of gender.”
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