Mallon Technology is pleased to share the results of our second Gender Pay Gap Report, covering the 12 months to our snapshot date of 30 June 2026.
The report is published in line with the requirements of Ireland’s Gender Pay Gap Information Act 2021, and reflects our ongoing commitment to fairness, transparency and equity across our workplace.
The Headline Figures
Our 2026 results show a mean hourly gender pay gap of –14.74% and a median hourly gender pay gap of –0.14%. The negative figures mean that, on average, female hourly remuneration at Mallon Technology is higher than male hourly remuneration — and that at the midpoint of our pay distribution, women and men are paid almost identically, at around €21.40 per hour.
It’s worth noting the difference between a gender pay gap and equal pay. Equal pay is about whether people doing equal work, or work of equal value, are paid the same. A gender pay gap looks at the average pay of all men and all women across the organisation, regardless of role — so it’s a workforce composition measure, not a measure of unfair pay for the same job.
A Closer Look at the Numbers
- Workforce: 91 employees in total – 36 women, 54 men, and 1 employee recorded as undefined/other
- Pay Quartiles: Women are represented at close to half the workforce in every pay quartile, from 48.71% in the lower quartile to 50.92% in the upper quartile – a strongsign of gender balance right across our pay structure
- Bonus: Mallon Technology did not operate a bonus scheme in the 12 months preceeding the snapshot date, so there is no bonus pay gap to report
- Temporary Employees: Our four fixed–term employees (three women, one man) were all paid the same hourly rate, resulting in a 0.00% temporary employee pay gap
- Part–time Employees: We had one part–time employee who was female. With no male part–time comparator, a part–time gender pay gap could not be calculated
- Benefits in Kind: 72.20% of women and 75.90% of men received benefits in kind, with eligibility determined by role and tenure rather than gender
What’s Driving the Numbers
Our mean gap is influenced by the fact that women are well represented in several of our higher–paid roles, including at the upper end of our pay distribution — which pulls the female mean above the male mean. Our near–zero median gap shows that typical pay for women and men in the middle of our workforce is essentially the same.
During the year, we also completed a company–wide pay benchmarking exercise and implemented a 2% salary increase across the business, effective 1 April 2026, to support consistent and competitive pay.
Building on Last Year’s Progress
This is our second Gender Pay Gap Report, and we’ve made real progress against the focus areas we set out in 2025 — including completing pay benchmarking, strengthening our internal recruitment and promotion processes, defining a new Career Development Framework, launching a Career Development SharePoint site, piloting a Mentorship Programme, and improving flexible working through Time Off in Lieu (TOIL) and Right to Disconnect policies.
Looking Ahead
A positive result doesn’t mean the work stops. Over the coming year, we’ll continue to:
- Review renumeration structures and monitor the impact of pay benchmarking
- Roll out our structured appraisal framework and expand the Career Development Framework
- Progress our Mentorship and Buddy programmes
- Monitor flexible working arrangements and benefits–in–kind eligibility
- Track representation across higher–paid roles and support development and mobility opportunities
- Review our Gender Pay Gap results annually as part of a strategic action plan
We remain committed to a workplace where gender is never a barrier to recruitment, development, progression or reward.
You can access our full 2026 Gender Pay Gap Report by clicking the button below.
