Gender Pay Gap Report 2025

The Gender Pay Gap Information Act 2021 requires organisations with over 250 employees to publish their gender pay gap annually. The gender pay gap measures the difference between the average hourly earnings of women and men across an organisation. It is distinct from equal pay, which compares pay for women and men in the same or similar roles.

For 2025, Peter Mark Hairdressing reports a gender pay gap of 17%, representing a 2% reduction from 2024.

Peter Mark Hairdressing employs approximately 1,450 people across 64 salons throughout Ireland. Our teams include hairstylists, trainee hairstylists, salon managers, front-of-house teams, and centrally based support functions including Training, Laundry Operations, Regional Operations, Finance, Human Resources, Marketing, and IT.

Women make up 93% of our workforce and are represented at all levels of the organisation.

-Mean hourly gender pay gap: 17%
-Median hourly gender pay gap: 11%
-Part-time mean hourly gap: 2%
-Part-time median hourly gap: 5%
-Mean bonus gap: 53%
-Median bonus gap: 43%

Women are represented across all pay quartiles:

-Quartile 1: 95% female / 5% male
-Quartile 2: 95% female / 5% male
-Quartile 3: 93% female / 7% male
-Quartile 4: 90% female / 10% male

This is our third Gender Pay Gap report, and we are encouraged by the continued reduction year on year. As outlined in previous reports, progress is expected to be gradual due to the nature of the hairdressing industry, which is traditionally female-dominated.

A significant contributing factor to our gender pay gap is workforce composition. Trainee hairstylists account for approximately 25% of employees, and 98% of this cohort are women, which impacts overall average hourly pay.

Bonus payments at Peter Mark are performance-related and primarily linked to management and senior roles. While most bonuses were paid to women, the gender bonus gap reflects a small number of men in more senior positions

Reducing our gender pay gap is a long-term commitment. We will continue to focus on:

-Supporting career progression into senior roles
-Encouraging greater gender diversity through targeted recruitment
-Promoting fairness, transparency, and inclusion across the organisation

We remain committed to monitoring our progress and reporting annually.