Instantor Gender Pay Gap Report 2024/2025

Introduction

Instantor is renowned for innovative, quality assured plumbing solutions and has been supplying the trade in Ireland for almost 100 years. At Instantor, we are committed to fostering a workplace that values fairness, inclusion, and opportunity for all. As part of our obligations under the Gender Pay Gap Information Act 2021, we are publishing our first Gender Pay Gap Report. This report provides transparency on pay differences between male and female employees and outlines the context behind these figures, particularly within the construction industry.
In construction and related industries, gender representation can vary significantly across departments. At Instantor, this is particularly evident in our warehouse operations, which are predominantly male dominated. Of the 23 employees working in our warehouse, 22 are male and only one is female. These roles typically fall within the lower pay quartile, which influences the overall gender pay gap.

Key Metrics
The hourly pay gap indicates that, on average, men earn 2.15% more per hour than women in full-time roles. This difference is largely driven by a small number of high earners that skew the overall average.
The median, which represents the midpoint of all salaries, highlights a different angle. At Instantor, women earn slightly more than men at this midpoint, which suggests a stronger female representation in mid-level roles. In comparison, men dominate the lower quartile, which primarily consists of warehouse and logistic positions which within our sector is predominantly a male dominated area.
For part-time employees, both the mean and median gaps are -77%, meaning women earn slightly more than men. This reflects the fact that part-time female employees tend to hold slightly more senior positions compared to their male colleagues.
The bonus pays gap shows that women receive a higher bonus on average than men, with 50% of women receiving a bonus compared to 28% of men.

Pay Quartile Distribution:
Our analysis of pay quartiles shows encouraging signs of progress toward gender balance across the company. While men currently make up a larger proportion in each quartile, we are pleased to see strong female representation in the middle bands, where 31% of employees in the lower middle quartile and 25% in the upper middle quartile are women. This demonstrates that women are well represented in key roles and are progressing into higher pay brackets.
We recognise that there is still work to do in the lower and upper quartiles, where representation is more uneven, and we are committed to addressing this through targeted development and recruitment initiatives. These figures provide a clear roadmap for our continued efforts to create a more balanced and inclusive workforce at every level.

Understanding the Data

The gender pay gap at Instantor is mainly down to how our workforce is structured. The majority of entry level operational roles such as warehouse roles are male dominated, which biases the overall pay gap. In contrast, women are more likely to be in higher paid roles at a more senior level. Bonus payments tend to go to sales reps and senior positions, and those roles are mostly held by men. The same goes for benefits like company cars, which are usually linked to field-based positions that are male-dominated and in line with industry norms.

Instantor’s Commitments

We recognise the importance of improving gender representation across all levels of the business. Our ongoing and planned initiatives include:
• Inclusive Recruitment Practices: We aim to be fair and equitable throughout our recruitment process for all roles and use gender-neutral language in job advertisements.
• Progression Planning: We are committed to supporting internal role advancements to help men & women advance into more senior roles.
• Flexible Working Policies: We continue to offer flexible and family-friendly working arrangements to support all employees. We also aim to be flexible to those returning to the business after being on Maternity Leave.
• Training: We plan to promote awareness around diversity and inclusion within all areas of the business.
While our gender pay gap figures reflect the current structure of our workforce, we are committed to making meaningful progress. We acknowledge that change takes time, especially in traditionally male-dominated industries like ours. However, through targeted recruitment, inclusive policies, and ongoing support for career development, we aim to build a more balanced and equitable workplace for all.