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An Post gender pay report 2019

22 October 2019

An Post launches its first Gender Pay Gap Report 2019 and Action Plan as part of its Transformation journey/ An Post’s gender pay gap is currently 3.71% compared to 13.9% nationally.

Dublin, Tuesday, 22 nd October, 2019: An Post has launched its first Gender Pay Gap Report

and Action Plan at the GPO. The Gender Pay Gap Report and Action Plan highlights how An
Post is changing from an old world of mail and cash to a new world of e-commerce and
financial services with the mission to improve the lives of everyone across Ireland, including
its employees, now for generations to come.

The Report shows the gender pay gap at An Post is 3.71%; this compares with 20% globally,
17.9% in the United Kingdom, 16% in the European Union and 13.9% in Ireland.

Aoife Beirne, Chief of Staff, An Post said, “By publishing this report now, we are publicly
committing to full gender equality. Over the last three years, we recognised the need for a
more inclusive workplace, one that is sustainable into the future and to closing the gender
pay gap. Our journey is underway and by working with our colleagues and our Unions, we
are committed to a fully diverse and inclusive workplace. We want to recruit the best, and
we want our customers to know that equality is one of our core values”, she added.

An Post began a major transformation in 2017 with equality, transparency and fairness as
guiding principles. Over the last three years, An Post has:
  • Implemented an initial action plan company-wide
  • Taken the first steps towards reducing the Gender Pay Gap
  • Transformed from an all-male to a 50/50 gender balanced Management Board
  • Reconstituted the Diversity Sub Committee of the Joint Conciliation Council where diversity issues are discussed with Unions
  • Appointed a Diversity & Inclusion Manager and Talent & Resourcing Manager
  • Recruited 50% male and 50% female candidates to the An Post Graduate Programme
  • Completed extensive conscious / unconscious bias awareness training for Senior Management
  • Mentored and supported talent in the organisation
  • Sponsored the Irish Management Institute 30% Club Cross-Company Mentoring Programme
  • Promoted work life harmony with a range of programmes agreed with An Post Unions such as term time working, work sharing, options to work part-time, enhanced parental leave arrangements, flexi-time and career break options.

An Post’s Gender Pay Report also details where An Post can make improvements by :
  • Achieving a better gender balance at management level – currently there are far more men in management roles
  • Improving the overall workforce gender balance, currently 75% male - 25% female
  • Creating an inclusive workplace environment for all employees
  • Helping people find opportunities to progress in An Post
  • Encouraging female colleagues to apply for management roles

The Gender Pay Report details the current gender balance at An Post:
 
  Female Male
Management Board 50% 50%
Senior Management Group 33% 67%
An Post Management Group 27% 73%
An Post Staff 25% 75%
An Post Board 31% 69%

Eleanor Nash, Chief People Officer, An Post, said, “Our Gender Pay Gap figures are positive,
but we know our journey is just starting. Moving from the old world to the new, we need an
equal and inclusive culture to support our business so we’re embarking on a company-wide
culture review. Our clear goal is to create a workplace where people thrive, one we are all
proud of. Our priorities are to remove the bias from all recruitment processes; identify and
remove any barriers to promotion and provide career progression opportunities for
everyone.”

David McRedmond, CEO, An Post said, “An Post has always been about more than business.
As we transform An Post, we are driven by our commitment to our Sustainable Development
Goals, including that of ‘Decent Work’. We want to be a leader in gender equality and as
Ireland changes so must An Post to become an exemplar for equal opportunity. Our
Management Board is 50% male, 50% female. Our gender pay gap is better than most
organisations. We are starting the conversation internally and externally. We are
eliminating bias in our communication and we are implementing an action plan company-
wide. These are exciting times at An Post.”

Download our gender pay gap report