Gender Pay Gap: What’s Happened and What Is Coming Next?

The Shelbourne Hotel, Dublin 
 

Pictured: Gillian Laffan (HBA), Rachel Hussey (30% Club), Minister David Stanton, Anne Heraty (CPL), Janette Meuhlhausen (Medidata), Siobhan O’Shea (CPL) and David Gallagher (Pfizer)

On 15 May more than 80 people gathered in the Shelbourne Hotel to attend the Healthcare Businesswomen’s Association (HBA) “Gender Pay Gap; What’s Happened and What is Coming Next?” event, sponsored by Cpl.  

The minister of state for equality, immigration and integration, David Stanton TD, began the discussion by addressing the current state of Ireland’s growing gender pay gap, before giving an update on what is happening to improve it: “We all know that, over a lifetime, the gender pay gap can reduce women’s pay and pensions significantly. That’s why the programme for Government made a commitment to take measures to reduce the gender pay gap”. 
 
Earlier that week, the Government’s Gender Pay Gap Information Bill passed second stage in the Dáil, with broad support for the bill on all sides of the house. The regulations surrounding the legislation will now be put out for wider consultation to ensure total involvement and dedication to narrowing the gap across the board.  

Siobhan O’Shea, Cpl diversity and inclusion lead, then gave advice to attendees in the room on how to successfully negotiate a pay rise. Following a series of revealing statistics, 53% of women have never asked for a raise, compared to 40% of men while just 7% of female graduates attempted to negotiate an initial job offer, compared to 57% of males, Siobhan stated: "Men are four times more likely to negotiate their salary than women – it’s time for that to change" 

An engaging panel discussion with the event speakers, David Gallagher, East Europe cluster lead with Pfizer, Anne Heraty, CEO of Cpl recruitment and Rachel Hussey, deputy chair of the 30% Club and moderated by Janette Muehlhausen, vice president, global partner programs, GTM at Medidata Solutions concluded the evening. 

Topics included the recruitment process being the key element that can change the structural issues that lead to a gender pay gap, the role of bias in the selection process, childcare costs and best practice examples in other countries.

HBA Dublin is aware of the role they need to play to connect with business and play its part to keep the conversation going on the need for gender pay parity. It plans to do this through education and networking events but also to learn from more mature HBA chapters such as HBA Basel, HBA Switzerland for the benefit of Irish HBA members. 

HBA president Gillian Laffan shared ‘the HBA Dublin is part of a global organisation that has access to senior leaders from across the industry. In addition to our leadership, educational and networking opportunities, our role is to facilitate these important discussions and support organisations as they aim to improve gender parity.’ 

ENDS


About the HBA
The Healthcare Businesswomen’s Association is a global nonprofit organisation comprised of individuals and organisations from across the healthcare industry committed to:

  • achieving gender parity in leadership positions
  • facilitating career and business connections
  • providing effective practices that enable organizations to realise the full potential of their female talent

The HBA accomplishes its mission through strong business networks, education, research, advocacy and recognition for individuals and companies.

HBA Dublin
HBA Dublin is seeking new members to get involved with the upcoming calendar of events and is asking for both male and female colleagues with an interest in joining the HBA to log onto www.hbanet.org and enlist to become members of HBA Dublin. You can email HBA Dublin chapter director of operations louise.duggan@bayer.com 

The HBA is a global non-profit organisation comprised of individuals and organisations from across the healthcare industry committed to; achieving gender parity in leadership positions, facilitating career and business connections, providing effective practices that enable organisations to realise the full potential of their female talent.

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