Introduction
At Slalom, we strive to be a company that values the uniqueness of every individual and strive for our employees to be both engaged and empowered across our local and global teams. Our diversity allows us to better serve our clients and communities and to help people and organizations dream bigger, move faster, and build better tomorrows for all.
In our Ireland business we are a small but growing team and we have been careful in our recruitment strategy since our inception to ensure we build strong gender balance as well as pay parity. With a smaller headcount the gender pay gap is heavily influenced by our recruitment and we expect that as we grow, the gap may fluctuate in line with our expansion.
Regardless of which gender the pay gap leans towards, we believe our reputation for innovation means we should play a role in leading the way for our industry to remove any pay gap between genders in a long term, sustainable manner. We continue to grow, and as we grow, we are committed to driving change and working harder to achieve an engaged and empowered workforce.
I confirm that the data reported here is accurate.
Gender Pay Gap Explained
The mean gender pay gap is calculated based on the difference between mean male pay and mean female pay. The mean is calculated by adding up the wages of all relevant employees and dividing the figure by the number of employees. The mean gender pay gap is calculated based on the difference between mean male pay and mean female pay.
The median gap is calculated based on the difference between the employee in the middle of the range of male wages and the middle employee in the range of female wages. The median is the figure that falls in the middle of a range when the wages of all relevant employees are lined up from smallest to largest. The median gap is calculated based on the difference between the employee in the middle of the range of male wages and the middle employee in the range of female wages.
The tables show our overall mean and median gender pay and bonus gap based on hourly rates of pay as at our snapshot date of 30 June 2025 and bonuses paid in the year to 30 June 2025.
The data also includes the proportion of men and women who received a bonus payment in the timeframe and the proportion of men and women in each quartile band.
Slalom Ireland Gender Pay Gap Data
| Mean | Median | |
| Gender Pay Gap | -9..6% | 8.6% |
| Gender Bonus Pay Gap | 5.3% | 40.8% |
| Proportion of men and women receiving a bonus payment* | Men | Women |
| 77% | 88% |
| Proportion of women and men receiving a benefits in kind | Men | Women |
| 97% | 92% |
| Proportion of men and women in each quartile band | Men | Women |
| Upper | 50% | 50% |
| Upper Middle | 64% | 36% |
| Lower Middle | 62% | 38% |
| Lower | 50% | 50% |
*100% of team members who were employed on the snapshot date for this report were eligible for a bonus. Those who did not receive a payment in the reporting period either joined Slalom after our payout eligibility cutoff for the bonus plan year, or did not receive a bonus due to targets not being achieved.
Summary
At Slalom, we value the uniqueness of every individual and strive for our employees to be both engaged and empowered. We also know that having strong teams, inclusive leaders, and a global mindset help us deliver more innovative and impactful solutions for our customers.
This analysis focuses on gender, as per the Irish Legislation, but gender parity is just one demographic data point. We regularly review our processes and practices to ensure that we are doing our part to prevent bias that could unintentionally cause pay inequity, particularly as we grow and recruit more Team Members.
Although we have reported a gender pay gap in favour of females, we are pay equal at Slalom. We continue in our commitment to ensure that team members who are performing similar roles, in the same location with similar experience and impact, are compensated equally. We run a thorough pay equity exercise annually to ensure this is at the forefront of our compensation philosophy.
Slalom Ireland is committed to long term meaningful and sustainable change for our industry, and as we begin this journey, we are looking at various mechanisms and to play a leading role in driving this change in our local community.
Jane Dawson Howe
Senior Managing Director and Ireland Country Leader