Ireland Gender Pay Gap Report 2025
At Bloomberg, we are committed to supporting a culture of inclusion, where every employee is valued and empowered to impact our business.
In line with the Gender Pay Gap Information Regulations (the “Regulations”), this year (2025) we are reporting the gender pay gap between men and women employed by Bloomberg Data Management Services Limited (“BDMS”) in Ireland, irrespective of role, function, tenure, performance rating and position within the organization. The methodology does not measure equal pay for the same work and same performance.
At BDMS, the gender pay gap is broadly influenced by a disparity in representation within experienced, specialist and technical roles requiring technical and financial industry experience and knowledge.
Continued commitment
BDMS believes that the best teams are built on diverse perspectives and experiences and continues to invest in and strengthen our talent and retention strategies to advance all employees across every level and function of our company. This complements our benefits and policies, where we are proud to offer a comprehensive, above-market programme to all employees and their dependents. This helps us cultivate an inclusive workplace where everyone can thrive.
We recognise that attracting and developing exceptional talent is key to our continued success, and we work closely with global and local partners, as well as non-profits, to develop strategic partnerships that expand and diversify our pipeline of candidates at every stage of their careers.
Bloomberg’s Employee Resource Groups (“ERGs”) play a vital role in strengthening our culture and driving inclusion across our business. Through meaningful programming, leadership engagement, and community-building, the ERGs help amplify support and accelerate progress.
Ireland Gender Pay Gap reporting: Reading the numbers
Beginning in 2025, the Regulations require BDMS to report on the gender pay gap between men and women employees in Ireland on an annual basis. This shows the difference in the average and median hourly pay between men and women in a workforce, regardless of their role, function, tenure, performance rating and position within the organization.
The gender pay gap is not the same as equal pay, which measures differences in pay between men and women employees who do the same work with the same performance.
The following data is based on all employees of BDMS in Ireland as at our ‘snapshot date’ of 30th June 2025 and reflects the Irish Government’s requirements in accordance with the Regulations.
The Regulations require employers to publish the following data points: mean (average) and median (midpoint) gender pay gap based on hourly pay rates of all employees, and of part-time and temporary contracted men and women; mean and median gender pay gap based on bonus pay; the percentage of women and men receiving benefits-in-kind; and the percentage of women and men receiving bonus pay. All employees are also sorted based on their hourly pay from lowest to highest and the percentage of men and women in each quartile is shown (e.g., if there are 1,000 employees then how many of the lowest paid 250 are women versus men, and so on).
Hourly pay rate and bonus: difference between men and women (Bloomberg Data Management Services Limited).
Pay quartiles: percentage of males and females in each quartile of payroll (Bloomberg Data Management Services Ltd).
1 On hourly pay rate: The mean gender pay gap for part-time employees is -4.0%, the median gender pay gap for part-time employees is 7.9%, the mean and median gender pay gap for temporary employees is 0.0%.
2 On bonus pay: While men and women at Bloomberg have an equal opportunity to earn a bonus, bonus as a percentage of total pay increases as total pay levels increase. As a result, the gap in bonus pay is higher than the gap in hourly pay rate (aka salary).
Glossary
Mean: The mean, commonly known as the average, is calculated when you add up the wages of all employees and divide the figure by the number of employees. The mean gender pay gap is the difference between mean wages for males and the mean wages for females expressed as a percentage of the mean wages for males.
Median: The median is the figure that falls in the middle of a range when everyone’s wages are lined up from smallest to largest. The median gender pay gap is the difference between the employee in the middle of the range of wages for males and the middle of the range of wages for females expressed as a percentage of the median wages for males.
Pay Quartiles: The pay quartile breakdowns required under gender pay gap reporting show the percentage of males and females at different pay levels. This approach allows different organizations to be compared. However, it does not take into account a company’s particular organizational structure.
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