Bluebird Care (Wexford) Gender Pay Gap Report
Section 1 – Introduction
Bluebird Care (Wexford) is pleased to publish our second Gender Pay Gap Report. Organisations with over 50 employees were asked to report on their Gender Pay Gap for the first time in 2025.
This report reflects our commitment to transparency, diversity, equality, and inclusion in the workplace and covers the 2026 reporting cycle, using a snapshot date of 30th of June 2026.
We publish our Gender Pay Gap and Gender Bonus Pay Gap, based on the requirements of the Gender Pay Gap Information Act 2021.
Our Workforce Profile
As of 30th June 2026, Bluebird Care (Wexford) employed 90 employees, consisting of 79 (88%) females and 11 males (12%). Of these employees, 16 were full-time employees (8 female and 8 male), with 74 part-time employees (71 female and 3 male).
Our Commitment
Bluebird Care (Wexford) is committed to creating a fair and equitable workplace where all employees are valued and have equal opportunities for growth and development. We recognise that gender pay gap reporting is an important step towards understanding and addressing workplace equality challenges. This report enables us to identify areas where we can improve and take meaningful action to create a more inclusive organisation.
Section 2 – Understanding the Gender Pay Gap
What is the Gender Pay Gap?
The gender pay gap refers to the difference between what is earned on average by women and men based on average gross hourly earnings of all paid employees. It is often driven by the distribution of male and female employees across the different levels of an organisation.
The Gender Pay Gap Information Act 2021 requires organisations to report on their hourly gender pay gap across a range of metrics including basic pay, allowances, overtime, and performance- related bonuses where applicable.
Gender Pay Gap vs. Equal Pay
It is important to distinguish between the gender pay gap and equal pay:
- Equal Pay refers to the principle that men and women should receive equal pay for doing the same job or work of equal value. Employers cannot discriminate in terms of pay based on any of the nine grounds of discrimination, including gender.
- The Gender Pay Gap measures the difference in average earnings across the entire organisation, regardless of role or level.
What the Gender Pay Gap Tells Us
The presence of a gender pay gap doesn't indicate that an organisation isn't complying with equal pay principles. Rather, it may suggest that there is a gender imbalance across different levels of an organisation. A gender pay gap typically indicates that men and women are not equally represented at different organisational levels and/or that men and women have different working patterns (e.g., part-time vs. full-time, anti-social hours) within the organisation.
Gender pay gap reporting does not identify discrimination or bias directly, but it can highlight important workplace challenges.
Section 3 – Results
The data analysed for this report is taken from the selected snapshot date on 30th June 2026. The reporting period is the 12-month period immediately preceding and including the snapshot date.
ALL STAFF
Mean Gender Pay Gap in Hourly Pay: 20%
Median Gender Pay Gap in Hourly Pay: 2.5%
Note: A positive percentage indicates that male employees earn more on average; a negative percentage indicates that female employees earn more on average.
PART-TIME STAFF
Mean Gender Pay Gap in Hourly Pay: -4.8%
Median Gender Pay Gap in Hourly Pay: -3.4%
Note: A positive percentage indicates that male employees earn more on average; a negative percentage indicates that female employees earn more on average.
TEMPORARY STAFF
Mean Gender Pay Gap in Hourly Pay: N/A
Median Gender Pay Gap in Hourly Pay: N/A
BONUS AND BENEFITS
MALE FEMALE
Portion of staff receiving a bonus 0% 0%
Portion of staff receiving Benefits in Kind 0%. 0%
Mean Bonus Gender Pay Gap: N/A
Median Bonus Gender Pay Gap: N/A
PAY QUARTILE DISTRIBUTION
Quartile MALE FEMALE
Lower Quartile 9%. 91%
Lower Middle Quartile 13% 87%
Upper Middle Quartile 9% 91%
Upper Quartile 17% 83%
Our overall employee split is 88% female to 12% male.
Section 4 – Understanding Our Gender Pay Gap
While our median pay gap is relatively small, differences in the mean pay gap can be explained by a higher percentage of males in senior roles in the organisation.
The care sector has traditionally had a higher proportion of female employees than many other sectors. The profile of our workforce is typical of the sector and can influence the results of gender pay gap analysis.
More females than males tend to work in part-time roles within our organisation, within part time positions the gender pay gap is weighted towards females.
It's important to note that as this analysis is carried out on data from across a 12-month period, gender pay gaps may fluctuate monthly and across remuneration quartiles, depending on changes to employee headcount, working patterns, and organisational structure.
Section 5 – Actions to Address the Gender Pay Gap
The implementation of annual gender pay gap reporting is a useful tool for Bluebird Care (Wexford) to monitor gender representation and diversity across the organisation and assists in guiding our diversity and inclusion strategy.
We embrace the diversity of culture and gender amongst our employees and though the Healthcare industry traditionally has a more female orientated workforce, we take the opportunity to increase our focus on gender diversity in the workplace.
Bluebird Care (Wexford) is an equal opportunities employer and as such we promote a culture of inclusion. We embrace equality of opportunity through fair and transparent recruitment processes and will continue to do so.
Conclusion
Bluebird Care (Wexford) is committed to creating a workplace where all employees, regardless of gender, have equal opportunities to thrive and advance; this can be assisted through gender pay gap reporting