Horse Racing Ireland is
committed to a workplace environment that promotes diversity and inclusion and
creates an open and inclusive culture where everyone feels valued.
We formulate and implement
policies and practices that provide equality of opportunity and ensure that no
job applicant, employee, customer or business associate receives less
favourable treatment. We also ensure that all our policies and practices
reflect our commitment to treating people fairly, promoting an integrated way
of working and respecting the dignity of employees at all times.
What is Gender Pay Gap?
The gender pay gap is the difference in the average hourly
wage of men and women across a workforce such that it captures whether women
are evenly represented across the organisation.
Whilst there is now a legislative requirement to report on
this data, Horse Racing Ireland have been tracking this data and ensuring that
we have measures in place, where required, for a number of years.
Gender pay issues are one small part of a very broad agenda
in relation to Diversity and Inclusion. There are a key number of areas which
contribute ultimately to the data which can give context to differing hourly
rates of pay between the genders such as the spread of parental leave taken
between male and female employees, the frequency of carers leave been taken
between male and female employees, and the volume of employees working part-time
or on reduced hours across the genders.
we look for in the data?
The main areas covered in the data
relate to hourly rates of pay across the genders, performance related bonus
payments across the genders and other payments which may be made attracting
benefit-in-kind across the genders.
Gender Pay Gap Information Act
2021 | Reporting Requirements 2022:
HRI GENDER PAY GAP REPORT 2022
does this information tell us?
For the most part we have less than a
1% gap between genders in the organisation.
There are two key areas requiring
monitoring for us - employees on part-time contracts and employees on temporary
Part-time roles are available
to both genders but more often sought by women, with 78% female representation
in part-time positions.
to the nature of our industry, with c.390 race meetings per annum, there is a
large requirement for temporary contract employees, mostly racecourse based and
including evening, weekend and public holiday working hours. This population of employees has various
working patterns with some employees working one or two days a year, some employees
only working at a particular location, with others working on multiple dates
and in multiple locations.
What is Horse Racing Ireland doing to address the Gender Pay
Reducing our gender pay gap is a priority for Horse Racing
All our employees bring their own
background, work style, distinct capabilities, experience, and characteristics
to their work. We recognise that a “one-size-fits-all” approach to managing
people does not achieve fairness and equality of opportunity for everyone. As
well as treating people with dignity and respect, Horse Racing Ireland strives to
create a supportive environment in which all employees can flourish and reach
their full potential, regardless of differences, disabilities, experiences, or
education. HRI have a flexible working policy in place and all requests in
relation to protected leave and the application of that leave in practice in
HRI are considered and implemented proactively.
Equuip is the education and
training department of Horse Racing Ireland which aims to develop our people,
to enhance their skills, build their careers and to support employers within
the industry to retain their people through positive action.
Some of the initiatives ran
this year, across HRI and equuip, have included training and education initiatives
in the Corporate Governance Area covering the requirements to have greater
representation on Boards and committees from our female employees and female
industry participants, Unconscious Bias training and flexible working policies
including hybrid working and condensed hours. Equuip have supported WINR, a network
established to promote greater participation and inclusion for women in the
We continue to partner with
the Irish Management Institute to ensure the opportunities for our people
managers and employees exist to grow and develop their own competencies in the
areas of people management.
Key considerations for us in
2023 and beyond include mentoring programs, network opportunities and continued
support to encourage greater participation of women by removing the barriers
and supporting women to put themselves forward for opportunities.
By providing people with the
tools they need, HRI can equip them to have a strong sense of purpose and
develop career paths within the thoroughbred industry in Ireland.