In accordance with the 2021 Gender Pay Gap Information Act

Introduction

The Molloy Group, a leading hospitality and retail company with outlets across Dublin city and county, is proud to present our Gender Pay Gap Report. We are committed to transparency and to fostering a fair, inclusive, and equitable workplace for all employees.

Workforce Profile

Molloy Group employs 143 full and part-time employees, reflecting the flat organisational structure typical of the services industry.

• Female employees: 38 (36%)

• Male employees: 105 (64%)

While we are proud of the diversity across our teams, we recognise that female employees remain underrepresented across all levels of the company.

Gender Representation by Level

• Director / Senior Management: 21% female

• Middle Management: 37.5% female

• Junior / Entry Level: 25% female

Interestingly, female representation is proportionally higher at senior levels compared to junior levels. However, overall representation remains unequal compared to male employees.

Pay Gap Findings

• Median Pay Gap: 0%

There is no difference in median pay between male and female employees, demonstrating pay parity across the company.

• Mean Pay Gap: –0.29%

The mean pay for female employees is 0.29% higher than that of male employees.

This parity is largely due to the Molloy Group’s rigid pay scales, which ensure that all employees, regardless of gender, are paid within the same structured bands.

NOTE: The company does not pay Benefit In Kind to any employees.

Employment Patterns

• Full-Time Salaried Employees:

   - Female: 24%

   - Male: 34%

A higher proportion of female employees work part-time and on hourly contracts, which impacts overall representation in senior and full-time roles.

Action Plan 2026

To address gender representation gaps, Molloy Group is committed to the following actions in 2026:

• Inclusive Recruitment
  Ensuring recruitment processes actively support gender diversity at all levels of the company.

• Leadership Pathways
  Providing equal opportunities for leadership training and career development, creating clear pathways for women to advance into management and senior positions.

Senior Management Representation and Bonus Analysis

Within the Managers and Directors group, 6 of the 28 employees (21%) are female, including 2 female Directors alongside 2 male Directors. The proportion of male and female employees receiving a bonus is the same, resulting in no median bonus percentage difference between the genders. However, when examined separately, female Managers and Directors show a higher median bonus outcome compared to their male counterparts. This difference is influenced by the small number of female employees in this senior cohort, where individual bonus variations have a proportionately greater impact on overall percentage results.

Bonus Gap Percentage Analysis

Female employees received higher bonus outcomes on both a mean and median basis. The mean bonus for females is 42.3% higher than for males, while the median female bonus is 27.2% higher. These percentage differences are influenced by the relatively small number of female employees within the bonus-receiving group, meaning individual awards have a greater impact on overall results.

Conclusion

While the representation of women at Director level is positive, overall female participation at management level remains limited. With only a small proportion of Managers being women, the current structure highlights a need to strengthen the pipeline of female talent into management roles. Increasing gender balance at this level will be important for supporting long-term equity and ensuring continued progress in senior representation across the organisation.

Action Plan 2026

To address gender representation gaps, Molloy Group is committed to the following actions in 2026:

• Inclusive Recruitment
  Ensuring recruitment processes actively support gender diversity at all levels of the company.

• Leadership Pathways
  Providing equal opportunities for leadership training and career development, creating clear pathways for women to advance into management and senior positions.