Gender Pay Gap 2026. Understanding the gap and taking action.
Diversity, fairness and transparency are at the heart of how we work at the CRU.
Our third Gender Pay Gap Report which has just been published looks at the difference in average hourly earnings between men and women across our workforce. It helps us understand how men and women are represented across different roles and senior levels, and where we need to focus our efforts.
A gender pay gap does not mean unequal pay for equal work. It can reflect differences in the distribution of men and women across roles and senior levels. Understanding those patterns is an important part of addressing gender imbalances.
What we are doing
We are committed to tackling gender imbalances through measures within our control and building an open, inclusive workplace. The report helps keep that work in focus, but progress depends on putting the right interventions into practice.
Our 2025/2026 measures and planned work include:
- Introducing the Equality, Diversity and Inclusion (EDI) Strategy and Terms of Reference. These provide a foundation for an inclusive workplace, aligned with our values of integrity, professionalism, openness and accountability.
- Gathering staff perspectives. The August 2025 EDI All-Staff Survey was designed to help the Committee better understand workplace culture and improve EDI practices.
- Finalising the Workplace Accommodations Policy. This forms part of our work to support an inclusive workplace.
- Developing a wellbeing plan for 2027. Gender equality is a consideration in this planning.
The focus is on turning our commitment to equality, diversity and inclusion into practical action, so that everyone feels valued and able to contribute.
Read the full report here: CRU Gender Pay Gap Report 2026 | CRU.ie