Gender Pay Gap Report 2025
Dublin Bus
The Dublin Bus Strategy, Evolving for Tomorrow, sets out our key strategic priorities. One of these is People and Organisation. We want to be the employer of choice in the Greater Dublin Area, attracting people with passion, professionalism, and loyalty to the business and our customers. We are committed to continuing to grow a diverse and inclusive workplace, prioritising increased female representation across all grades within the company.
Our gender pay gap reporting is one part of how we are addressing female participation rates and employment gaps between genders as it helps us to identify the causes for these gaps and the areas that we need to focus on.
Gender pay gap 2025
The gender pay gap is the difference in the average hourly wage of men and women across a workforce – it compares the pay of all working men and all working women; not just those in same jobs, with the same working patterns or the same competencies, qualifications or experience. All Dublin Bus employees are aligned to pay grades which provide for equal pay for equal work irrespective of gender.
The snapshot date for Dublin Bus is 28 June 2025. The publication date of our gender pay gap report will not be later than 28 November 2025.
On the snapshot date there were:
4,383 total employees
- 3,960 men (90.3%)
- 423 women (9.7%)
76 part-time employees
- 54 men (71%)
- 22 women (29%)
278 temporary employees
- 221 men (74%)
- 57 women (26%)
| Male | Female | |
|---|---|---|
| Bus Drivers | 92.2% | 7.8% |
| Inspectors | 95% | 5% |
| Engineering | 96% | 4% |
| Clerical | 43.2% | 56.8% |
| Executives | 74% | 26% |
Since the 2024 Gender Pay Gap Report the number of women working in Dublin Bus has increased by 13%, this includes a 16% increase in the bus driving grade, and a 15% increase in the Executive grade.
Mean gender pay gap
The mean gender pay gap is the difference between the average hourly pay of men and women.
In Dublin Bus the mean gender pay gap is:
| 2025 | 2024 | |
|---|---|---|
| All employees | -1% | -1.2% |
| Part-time employees | -11.1% | -8.9% |
| Temporary employees | -4.2% | 2.7% |
Between 2024 and 2025 the mean gender pay gap decreased from -1.2% to -1%. The mean gender pay gap currently favours women but this will continue to decrease as we recruit more women into bus driving and engineering roles.
The mean gender pay gap for part-time employees has increased from -8.9% in 2024 to -11.1% in favour of women in 2025. The majority of women working part-time are in executive and senior clerical positions that have a higher hourly rate of pay than bus drivers where most men are working part-time.
The mean gender pay gap for temporary employees decreased from 2.7% in favour of men in 2024 to -4.2% in favour of women in 2025 as the number of women in the upper quartile had increased compared to 2024.
Median gender pay gap
The median gender pay gap is the difference between the average hourly pay of male and female employees at the middle of the distribution.
| 2025 | 2024 | |
|---|---|---|
| All employees | 6.5% | 5.7% |
| Part-time employees | -0.2% | -1.5% |
| Temporary employees | 2.9% | 8.5% |
The median gender pay gap increased in favour of men for all employees in 2025 as there are more men within the middle of the distribution in Dublin Bus. The increase in women in the company in 2025 would be at the lower end of the distribution which would also widen the gap.
The median pay gap for temporary employees has decreased significantly as there were fewer temporary employees in 2025 due to the change of probation period from 12 months to six months.
Bonus gender pay gap
Bonuses are not paid to clerical or executive employees in Dublin Bus. Small value bonuses are paid to grades in Dublin Bus which are dominated by men, such as bus drivers (92% male). Temporary employees do not receive any bonuses.
- 93% of men in Dublin Bus are eligible for a bonus
- 71% of women in Dublin Bus are eligible for a bonus
- 66% of men in Dublin Bus received a bonus
- 36% of women in Dublin Bus received a bonus
- The mean bonus gender pay gap for all employees is 23.1%
- The mean bonus gender pay gap for part-time employees is 40.2%
- The median bonus gender pay gap for all employees is 20%
- The median bonus gender pay gap for part-time employees is 50%
The bonus gender pay gap decreased in 2025 as the number of female drivers had increased. The number of women eligible for a bonus increased from 67% in 2024 to 71% in 2025.
Within Dublin Bus women are more concentrated in roles that don’t receive bonuses, which explains the bonus gender pay gap. As the number of women in these areas continues to increase e.g. bus driving and engineering, the bonus gender pay gap will also continue to decrease.
Benefit in Kind
41 Dublin Bus employees received BIK in this year.
| Quartiles | Male | Female |
|---|---|---|
|
A (Upper) |
89% | 11% |
| B (Upper middle) | 96% | 4% |
| C (Lower middle) | 93% | 7% |
| D (Lower) | 83% | 17% |
Click here to view full Dublin Bus Gender Pay Gap 2025
Previous Gender Pay Gap Reports can be accessed below:
Dublin Bus Gender Pay Gap Report 2022
Dublin Bus Gender Pay Gap Report 2023
Dublin Bus Gender Pay Gap Report 2024