Gender Pay Gap Results Ireland 2025

Bakers + Baristas Ireland Ltd is a bakery café brand operating across various shopping centres throughout Ireland. Established in 1998, we now employ over 100 people.

We are extremely proud of the diverse teams working across our estate, and we firmly believe our people are at the heart of our business. We remain committed to creating equal opportunities for all, at every level of the organisation. We pay all employees fairly according to their role and benchmark pay against similar positions within our industry to ensure consistency and competitiveness.

This report sets out our Gender Pay Gap results for our Irish business, based on our snapshot date in 30th June 2025. The gender pay gap shows the difference in average pay between men and women across the organisation. It does not measure equal pay for equal work, which is covered separately under equal pay legislation.

1. Our 2025 Gender Pay Gap Results

Hourly Pay – All Employees

  • Mean hourly gender pay gap: 17.04%
  • Median hourly gender pay gap: 11.81%

Hourly Pay – Part-Time Employees

  • Mean pay gap: -8.89%
  • Median pay gap: 6.49%

Hourly Pay – Temporary Employees

  • Mean pay gap: 0%
  • Median pay gap: 0%

2. Bonus Payments

  • Mean bonus gender pay gap: -9.09%
  • Median bonus gender pay gap: 0%

3. Pay Quartiles

Quartile Men Women
Upper 34.78% 65.22%
Upper Middle 26.09% 73.91%
Lower Middle 13.04% 86.96%
Lower  29.17% 70.83%

4. Understanding Our Results

Our mean gender pay gap of 17.04% and median gap of 11.81%, both in favour of men, are driven by the structure of our workforce rather than unequal pay for equal work.

A slightly higher proportion of women (9.38%) received a bonus compared to men (8.70%).

Women represent most employees in every pay quartile, including the highest-paid quartile.

Key Factors Influencing Our Results

  • Workforce Structure:  Women make up most of our workforce across all levels, including head office. However, director-level roles among the most senior and highest-paid positions are held by men.
  • Customer-facing roles: A significant proportion of women work in customer-facing positions, which typically attract lower hourly pay rates. These roles often provide the flexibility and part-time working patterns that many of our female employees prefer, particularly as a number of female employees within our business are primary caregivers at home. The ability to work around school hours and term times makes these roles attractive, which contributes to the higher concentration of women in these positions.
  • Part-time dynamics: Women represent most of our part-time workforce. Many of these employees have longer service, greater experience, or hold more senior part-time positions, such as team leader roles which contributes to the -8.89% mean part-time pay gap in favour of women. As outlined above, their responsibilities as primary caregivers, combined with the need to accommodate school hours and term-time patterns, mean that flexible and part-time roles are often the most suitable option, shaping the overall profile of our part-time workforce.
  • Temporary roles: Temporary employees show no gender pay gap, with men and women earning the same hourly rate.
  • Bonus outcomes: The mean bonus gap of -9.09%, in favour of women, results from the distribution of bonus-eligible roles and the higher proportion of women in roles that received bonuses not from differences in bonus payments for the same work. The median bonus gap of 0% shows equal outcomes at the mid-point.

These factors reflect the composition of our teams and the structure of our business, not differences in pay for comparable roles.

5. Our Commitment to Reducing the Gender Pay Gap

Across 2024 and 2025, we have taken several steps to support fairness, progression, and representation across all teams. This includes:

  • Reviewing internal pay structures and starting salaries to ensure consistency.
  • Strengthening recruitment and promotion processes to support opportunities.
  • Expanding development and training pathways to enable progression into senior roles.
  • Supporting flexible working arrangements where operationally possible.

We will continue to monitor our progress, review our approach, and seek further opportunities to build a more balanced and inclusive workforce at all levels.

Statement of Accuracy

I confirm that the data and information presented in this report are accurate as of our snapshot date in 2025 and have been calculated in line with the requirements of the Gender Pay Gap Information Act 2021.

Joanne Garfoot-White
Head of Operations
Bakers + Baristas Ireland Ltd