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UCD CSL Ltd Gender Pay Report 2025

Introduction

UCD Campus Sport & Leisure (CSL) is committed to fostering a diverse and inclusive workplace where all employees can thrive. We recognise the importance of addressing the gender pay gap and ensuring equal opportunities for all.
Staff Count 
Total Employees 201 Male 110 55% Female 91 45%
Part-Time 167 Male 88 52% Female 79 48%
Full Time  34 Male 22 65% Female 12 35%
Gender Pay Gap Metric 2025
Mean Gender Pay Gap (%) 5%
Median Gender Pay Gap (%) -1.7%
Mean Bonus Pay Gap (%) 54%
Median Bonus Pay Gap (%) 54%
Proportion of Males Receiving a Bonus (%) 1%
Proportion of Females Receiving a Bonus (%) 1%

Explaining the Metrics :

  • The mean gender pay gap shows the difference in average hourly pay between men and women.
  • The median gender pay gap compares the midpoint hourly pay for men and women.
  • Bonus gaps reflect differences in bonus payments.
  • The proportion of employees receiving bonuses shows the percentage of male and female employees who received bonus payments.
Quartile Pay Bands 
The distribution of men and women in each pay quartile to show representation across different pay levels.
                           Total Staff 
  Male  Female 
Lower Quartile 59% 41%
Lower Middle Quartile 58% 42%
Upper Middle Quartile 44% 56%
Upper Quartile 58% 42%
Actions to Address the Gender Pay Gap
Outline the initiatives your organisation is taking to close the gap. Examples include:
  1. Recruitment and Promotion Policies: Ensuring equal opportunities in hiring and career advancement. We ensure job postings use inclusive language in order to attract a diverse pool of job candidates.
  2. Flexible Working Arrangements: Supporting work-life balance for all employees. We offer working from home to staff (where position allows remote working) and flexible working hours (again where the position allows this).
  3. Training and Development Programs: Staff training and development is encouraged and supported by UCD Campus Sport and Leisure where the training is appropriate to the employee’s employment.
  4. Monitoring and Reporting: Regularly reviewing pay and bonus data to assess progress.
Statement from Senior Leadership
As a company, we are committed to addressing the gender pay gap and fostering an inclusive culture where everyone can achieve their full potential. This report outlines our progress and our continued efforts to ensure pay equity for all.

Published: 25 November 2025