November 2025
At GLG, we believe in the significant benefits of having a fair and diverse organization. Gender equality is just one element of how we strive to create an inclusive workplace. We’re committed to equal pay and fostering a fair and transparent environment where employees are rewarded based on their position, competencies, performance, and contribution. And we will continue to promote an inclusive environment through our policies, training, awareness events, and commitments, as well as through our internal promotion and recruitment processes.
What is the gender pay gap?
The gender pay gap is the difference between the average earnings of men and women employees in our business in Ireland, covering standard and variable pay. It is influenced by a range of factors, in particular the demographics of a company’s workforce.
Is the gender pay gap the same as pay equity?
No, they are very different concepts. Pay equity means that two employees with similar credentials who perform the same or substantially similar work should be paid the same, irrespective of gender. Thus, it makes allowances for differences in position, education, tenure, or experience. The gender pay gap does not make any like-to-like comparisons but rather looks at compensation of men versus women – irrespective of position, experience, tenure, and education – across an entire organization.
Pursuant to Ireland’s Gender Pay Gap regulation, GLG is required to report gender pay gap data for the 2025 reporting year in November.
Women represent 59% of our workforce in Ireland today. As we look at the makeup of our workforce, it’s important to note that we tend to hire at more junior levels and then promote from within, which has resulted in women making up a greater percentage of our Lower and Lower Middle Quartile pay groups (56% and 75%, respectively). This, consequently, impacts our median pay gap (the comparison of pay and bonus earnings for the middle woman employee and man employee when put in ascending order).
We are pleased to report that 86% of our women employees in Ireland are receiving bonus pay – and that both mean and median bonus pay for women rose compared to 2024. Additionally, on mean bonus pay we are proud to report a positive 17% pay differential.
We do see a 14% difference in median hourly pay between men and women – and recognize that we have work to do to address this gap. We are committed to doing so.
Since reporting on gender pay gap in the UK, we have consistently seen the gender pay gap improve year over year.
In Ireland specifically, we have plans to invest in our Dublin office, and we will continue to foster and develop top talent, including through new programs for high-potential employees and first-time managers to advance our excelling cohort of women. We will also continue investing in our employee resource groups, including our global network for women, the company’s largest employee resource group.
Overall, we’re proud of the representation of women throughout our organization – and we remain committed to hiring and promoting women as part of our ongoing efforts to deliver the best outcomes for our clients and work with the top experts in the world.
