The gender pay gap at Ireland’s Department of Enterprise, Tourism and Employment (DETE) stood at 8.35% in 2025, with the difference favouring male employees. The figures are published in the department’s annual report, based on employee data recorded on 20 June 2025.
Gender Pay Gap Report Shows 8.35% Difference
DETE published its 2025 Gender Pay Gap Report on 20 November 2025. The report provides a snapshot of pay differences between male and female employees across the department and outlines measures intended to support greater equality in the workplace.
DETE employed 974 people on the reporting date. Women accounted for 59% of the workforce, while men represented 41%. Despite women forming the majority of employees overall, they made up 47% of staff in the upper and upper-middle remuneration quartiles.
What the figures show
- Overall gender pay gap: 8.35%, in favour of male employees
- Total DETE employees: 974
- Female employees: 59%
- Male employees: 41%
- Female representation in the upper and upper-middle pay quartiles: 47%
- Reporting snapshot date: 20 June 2025
DETE Plans Action on Workplace Equality
The department says it will continue prioritising steps to address the gender pay gap. These include improving access to learning and career development, promoting fairness and transparency in promotion processes, and strengthening equality, diversity and inclusion practices.
The report forms part of Ireland’s wider approach to workplace pay transparency and gender equality. Public bodies, including departments listed on gov.ie, publish gender pay gap information to help identify patterns in representation, progression and remuneration.
The findings may also be relevant to employers and employees monitoring equality policies across the public service and the wider economy. Organisations such as the Workplace Relations Commission (WRC), the Central Statistics Office (CSO) and the Department of Social Protection contribute to Ireland’s broader employment and equality framework, although this report relates specifically to DETE.
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Why Representation in Senior Pay Quartiles Matters
A gender pay gap can reflect several workplace factors, including the distribution of employees across grades, access to promotion, length of service and representation in senior roles. DETE’s report therefore highlights not only the overall percentage but also the proportion of women in higher remuneration groups.
With women comprising 47% of employees in the upper and upper-middle quartiles, the department has identified career development and promotion practices as important areas for continued attention. Transparent progression processes can help organisations assess whether opportunities are accessible across the workforce.
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Key Takeaway on the 2025 Gender Pay Gap
DETE’s 2025 report records an 8.35% gender pay gap in favour of male employees, alongside a workforce that is 59% female. The department’s stated response focuses on development, promotion transparency and inclusion. Continued measurement will be essential to track whether these actions lead to a narrower gender pay gap in future reports.
Article/Image Courtesy: gov.ie
