Merit Medical Ireland – Gender Pay Gap Report 2023

A GENDER PAY GAP IS DIFFERENT FROM EQUAL PAY

• The gender pay gap is the difference (expressed as a percentage) between the average (mean) pay of male and female employees.
• Equal pay refers to the legal requirement that male and female employees who perform like work, is defined as work that is the same, similar, or work of equal value, must receive equal pay and benefits.

Merit Medical Gender Pay Gap Report Summary

SALARY PAY QUARTILES

The charts divide Merit Medical’s entire workforce into four (4) equal quartiles based on the salaries that are paid to these employees. These quartiles are then further broken down into the number and proportion, expressed as a percentage, of male and female employees within each quartile. In our second year of disclosing our gender pay report, we are pleased to highlight an increase of female representation across the Lower Middle, Upper Middle and Upper quartiles.

GENDER PAY GAP FINDINGS

Merit’s data shows that male and female employees are paid equally for equal roles, however the data indicates a gender pay gap. Merit Medical’s gender pay gap stems from having more males in senior leadership roles.

The difference in the average gender pay gap for part-time employees is due to fewer males working part-time.

The marginal difference in the gender pay gap for temporary employees is due to a slightly higher representation of females in the Lower Middle Quartile.

BONUS GENDER PAY GAP

The gender bonus gap is due to fewer females’ employees in senior leadership roles. We acknowledge that this will take time to change but it is a key focus for future succession planning in the business.

The gap in the percentage of male and female employees paid bonuses is due to the terms and conditions of the bonus plan in respect of hire date.

BENEFITS IN KIND (BIK)

The difference in BIK eligibility is due to more females signing up for Merit Medical’s healthcare benefits.

DIVERSITY AT MERIT

Merit is committed to recruiting and retaining diverse team members at all levels of the organization. Merit Medical’s workforce is comprised of 51% female team members and 49% male members come from 25 different nationalities onsite. While we are proud of our progress, we recognize there is continued room for improvement.

ACTION PLAN TO ADDRESS GENDER PAY DISPARITY

Merit Medical is committed to reducing and subsequently closing, any identified gender pay disparity. To address these issues, it will take time and more understanding to identify the required actions.

In Ireland, there are several initiatives to help address gender pay disparity.

Benefits supporting work/life balance:
Merit Medical believes in a flexible working culture, to support this it is enhancing its family support policies, flexible working arrangements, career breaks, and many family paid leave options available in an effort to support a greater work life balance for all employees.

Women’s Leadership Initiative (WLI):
The WLI is an affinity group working towards advancing females into leadership roles. The group is inclusive, open to all employees, with women led initiatives.

Targeted Development:
We are establishing succession planning to identify and develop top female talent.

We continue to integrate diversity and inclusion strategies within our business, recruitment efforts, and internal initiatives.

The report information has been calculated in accordance with the principles laid out in the Gender Pay Gap Information Act 2021. This analysis is based on the pay period in which the snapshot date is the 30th of June 2023. The median pay gap is also calculated by finding the exact middle point between the lowest and highest paid male and female employee. The gap is calculated looking across Merit Medical Ireland ltd entire workforce.