- Mean hourly remuneration gap = 16.62 per cent
- Median hourly remuneration gaps = 20.79 per cent
- Mean bonus remuneration gaps = 32.06 per cent
- Median bonus remuneration gaps = 12.31 per cent
- Percentage male vs. female in receipt of bonus remuneration
- 83 per cent of males in receipt of bonus
- 79 per cent of females in receipt of bonus
- Percentage male and female in each of the relevant quartile pay bands
- Lower Quartile = 53.33% Female and 46.66% Male
- Lower Middle = 62.50% Female and 37.50% Male
- Upper Middle = 56.25% Female and 43.75% Male
- Upper Quartile = 40.00% Female and 60.00% Male
- Part-Time Employees
- Mean remuneration gap = 0.00%
- Median remuneration gap = 0.00%
- Temporary Employees
- Mean remuneration gap = -25.51% (Minus 25.51% – favouring females)
- Median remuneration gap = 6.88%
- Benefit in Kind
- Percentage males in receipt of BIK = 0.00%
- Percentage female in receipt of BIK = 0.00%
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MCD Productions – Gender Pay Analysis & Findings
Overall Findings
At in excess of 16 and 20 per cent, the overall mean and median pay gaps are relatively high but explained primarily by more men in: (i) Booker positions (a traditionally male dominated occupation) and (ii) senior Finance roles. With the full-time, permanent staff complement totalling 56, gender differences within a small number of senior positions can have a significant statistical impact and this is evidenced by the breakdown in each quartile. Though females outnumber males (by 56 to 44 per cent) in the upper-middle quartile, real (incumbent headcount) numbers are 9 females to 7 males, and the parity differential is therefore down to one (to achieve 8:8). Similarly, in the upper quartile, the 60:40 male to female ratio masks an underlying differential of just 3 (additional male) personnel.
The temporary employee mean remuneration gap favours females at over minus 25 per cent. This is explained by the greater number of females in: (i) temporary positions (a ratio of 4:1) and (ii) one quite senior (temporary) position. We expect that a majority of those currently retained in a temporary capacity will become permanent employees over the medium term. The temporary employee median remuneration gap is closer to parity (at a quarter of the mean gap) due to clustering around the median.
Bonus Payments & BIK
Though appearing large at 32 per cent, the mean bonus remuneration gap is tempered by the median gap at just over 12 per cent. Again, statistical differences are exaggerated by the relative numbers in receipt of bonuses and greater € amounts paid to those in more senior positions generally.
Importantly, similar proportions (almost 8 in 10, or 79 per cent of females and 83 per cent of males) were in receipt of bonus payments. Exceptions arose only in respect of those who had not commenced employment before December 2024 when bonuses were payable.
No employees were in receipt of benefit in kind and as such, no related gender pay gaps arise.
MCD is an equal opportunities employer, committed to supporting the career progression and development of all personnel – regardless of gender or gender identity. While we will continue to encourage applications and support career progression within roles where one gender is underrepresented, we are also mindful of individuals’ career, work-life balance and related preferences.