Reporting
ePower Gender Pay Gap Report — 2025
1. Introduction
ePower is committed to transparency, pay equity, and continuous improvement in gender pay equality. This report provides an overview of our gender pay gap as of our snapshot date 30th June 2025, and outlines the steps we have taken, and will take, to reduce any identified disparities.
2. Legal and Reporting Framework
Under the Gender Pay Gap Information Act 2021, and the Employment Equality Act (Section 20A) Regulations, we disclose the following metrics:
As of 2025, ePower are obliged to report with our deadline in November, based on a June snapshot date.
3. Key Metrics
- The difference between the mean and median hourly remuneration of male employees and female employees expressed as a percentage of the mean and the median hourly remuneration of male employees respectively ↩︎
- The difference between the mean and median bonus remuneration of male employees and female employees expressed as a percentage of the mean and the median bonus remuneration of male employees respectively ↩︎
Distribution of male and female employees across four pay quartiles (lower, lower-middle, upper-middle, upper)
Quartile distribution (men/women)
| Lower: | Men 59% | Women 41% |
| Lower-middle: | Men 65% | Women 35% |
| Upper-middle: | Men 88% | Women 12% |
| Upper: | Men 94% | Women 6% |
4. Root Causes & Context
Based on our analysis, the primary drivers of the gender pay gap at ePower are:
- Representation imbalance: The ratio of male to females occupying senior roles is a key factor in our gender pay gap
- Technical Roles within the business - Currently these roles are predominantly filled by males and generally these roles tend to command higher renumeration than non technical roles based on market rates.
- Bonus and benefit in kind distribution: Though the number of women receiving bonuses are higher, Senior roles, which are more heavily male-dominated, receive higher bonuses. Senior roles receive benefit in kind more than junior roles.
5. Actions & Commitments
Actions to date:
- Formal Talent Review Process introduced 2025
- Interview skills training given to Leaders that included bias awareness .
- Role out of Formal Performance Review Process and associated training; included bias awareness
- Diversity and Inclusion training for Team Leads and employees
- Flexible work & parental leave with supported male uptake
Action Plan
- Document transparent Offer Policy to reduce negotiation gaps
- Check for clear anomalies at pay review
- Document Workforce Planning and Recruitment process
- Report against gender representation in short list for Senior / Technical roles
- Introduce Behavioural Anchored ratings to our Performance Review Process
- Introduce calibration meeting with Senior team to review performance metrics
- During annual talent review, analyse female movement and development against plan
- Continued focus on coaching & mentoring for career progression
CEO, John O’Keeffe’s Message
“At ePower, our success is driven by our people — their ideas, creativity, work ethic and dedication. We are committed to creating a workplace where everyone, regardless of gender, has equal access to opportunity, development, and recognition.
While we are proud of the progress we have achieved, we recognise that there is still more to be done. The gender pay gap reflects wider structural and societal challenges, and we take our responsibility seriously in addressing them. Through continued transparency, targeted development initiatives, and inclusive leadership, we will work to close this gap.”
6. Conclusion
While ePower has made progress in many areas, our 2025 gender pay gap report indicates room for improvement. By committing to data-driven analysis, targeted interventions, and ongoing transparency, we aim to foster a more equitable workplace.