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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
Merit Medical Ireland Ltd Gender Pay Gap Report Summary Salary Pay Quartiles
The charts divide Merit’s entire workforce into four 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.
GENDER PAY GAP FINDINGS
Merit’s data shows that male and female employees are paid equally for equal roles and the gap has reduced for all employees to 8.71%, down from 11.95% in the previous year, while the median gap is now just 0.60%, indicating that most employees are paid similarly regardless of gender. We acknowledge the data indicates a gender pay gap. Merit’s gender pay-gap stems from having more males in senior leadership roles. The gender pay gap in part-time and temporary roles is primarily influenced by the different gender distributions in these categories rather than the pay rates themselves.
BONUS GENDER PAY GAP
The small percentage of employees (both male and female) who did not receive a bonus is attributed to their hire date based on the eligibility criteria outlined in the bonus scheme’s terms and conditions.
The median bonus pay gap is 0%, indicating that the majority of employees receive similar bonus amounts regardless of gender. However, the mean bonus pay gap of 20.20% suggests that higher-value bonuses are more frequently awarded to male employees, which skews the average.
This gap is not due to unequal bonus practices for equivalent roles but rather reflects the greater proportion of males in senior or higher-bonus-eligible positions. Merit continues to monitor bonus distribution closely and remains committed to ensuring transparency and fairness in reward practices.
BENEFITS IN KIND
The data indicates that 74% of female employees receive a Benefit in Kind (BIK), compared to 66% of male employees. Given that all employees have equal entitlement to healthcare benefits from the start of employment, this disparity suggests that female employees may be more proactive in availing of the healthcare offering.
DIVERSITY AT MERIT MEDICAL
Merit is committed to recruiting and retaining diverse team members at all levels of the organization. Merit’s workforce is comprised of 48% female team members and 52% male members with a total of 36 different nationalities represented within the company. While we are proud of our progress, we recognize there is continued room for improvement.
ACTION PLAN TO ADDRESS GENDER PAY DISPARITY
Merit Medical Ireland 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 multiyear initiatives which are supporting addressing gender pay disparity.
Talent Acquisition Strategies:
Merit is enhancing its talent acquisition strategies to address the gender pay gap by focusing on attracting and hiring diverse talent. By promoting diverse talent pipelines, Merit aims to build a more diverse workforce and reduce gender pay disparities over time.
Work-Life Balance Policies:
Merit is committed to fostering a supportive work environment through comprehensive work-life balance policies. These include flexible working arrangements to accommodate diverse employee needs, career break programs to support personal or professional development and various paid family leave options. These policies are designed to support employees at all stages of life, promote well-being, and enable career continuity, contributing to greater retention and equity in the workplace.
Diversity Awareness Program:
Merit has implemented a diversity awareness campaign and training to foster an inclusive and equitable workplace for all employees, including those from underrepresented groups and those who are neurodiverse. These initiatives aim to build knowledge, empathy, and provide strategies to support a diverse talent base.
Women’s Leadership Initiative (WLI):
Merit has established the Women’s Leadership Initiative (WLI), an employee-led affinity group dedicated to advancing women into leadership roles. WLI focuses on providing mentorship, networking opportunities, and leadership development programs to empower women across all levels of the organization. Through these efforts, WLI aims to create a more equitable pipeline for women in leadership and reduce gender disparities in senior roles.
Inclusive Leadership Aligned to Merit Values
We develop and equip our leaders to embrace diversity and foster inclusion in their daily interactions, fully aligned with The Merit Way – our global values of “H.E.A.R.T.” (Health, Excellence, Agility, Responsibility and Teamwork). By embedding inclusive leadership within these values, we maintain the behaviours that drive our success while building the inclusive culture needed to achieve our future goals.
Succession Planning & Targeted Development:
Merit has implemented structured succession planning and targeted development programs. These initiatives identify high-potential employees and provide tailored development opportunities, such as leadership training, mentorship programs, and stretch assignments. The program aims to ensure equitable access to career progression pathways, creating a diverse pipeline for leadership roles.
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 2025. 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.