WP Engine Core Values
Ireland Gender Pay Gap Report
At WP Engine, our core values guide who we are as a company, what we believe in, and how we operate. Like a flame, they light the way for our actions and must always be fostered. We are a work in progress, committed to continuous improvement, and will always embrace opportunities to create better and more consistent experiences for our employees.
The Irish government requires all employers with 150 or more employees to publish details of their gender pay gaps. Although Irish laws and this report reflect gender binary language, WP Engine is committed to fostering a workplace inclusive of all gender identities.
What is the difference between pay equity and the gender pay gap?
The gender pay gap and pay equity are distinctly different. Pay equity considers whether men and women are compensated equally for similar work and experience. The focus of our report is the pay gap, which is the difference in average pay between men and women across our Ireland workforce, regardless of role, level, tenure, seniority, or department. The pay gap is calculated by comparing the mean and median earnings of men and women as of June 30, 2024.
2024 Pay Gap Report
According to the Central Statistics Office’s most recent data, the average hourly gender pay gap in Ireland was 9.6% in favor of men. WP Engine’s average hourly gender pay gap is -14.6%, favorable towards women. While our average pay gap is lower than the benchmark and favors women rather than men, we are committed to evolving our efforts to diminish the gap further. Our results are based on a snapshot date of June 30, 2024
Hourly Pay Gap
The difference in hourly pay between men and women, as a percentage of hourly pay for all employees.
Bonus Pay Gap
The difference in hourly bonus pay between men and women, as a percentage of bonus pay for all bonus recipients.
Bonus Pay Recipients
The percentage of men and women who received bonus pay.
Benefits In Kind Recipients
The percentage of men and women who received benefits in kind.
Pay Quartiles
The percentage of men and women in each pay quartile based on hourly pay.
What is causing our gender pay gaps?
Our hourly pay and bonus pay gaps reflect the higher representation of women leaders in our workforce. Although women make up 34% of our Ireland workforce, they represent 54% of all managers and 60% of our senior leaders.
The bonus pay gap relates to the difference between bonus payments paid and received by men and women during the 12-month period from 1 July 2023 to 30 June 2024. Bonus pay figures include the WP Engine Corporate Bonus Plan and recruiting and performance incentives such as sign-on, relocation, referral, and spot bonuses.
Our corporate bonus plan is currently designed to include employees at the P4 level (senior individual contributors) and above, where we have a greater representation of women. The bonus structure also increases as job levels rise, resulting in a favorable pay gap for women.
Because men represent the largest percentage of our Ireland workforce at 66%, our median hourly, median bonus, and pay quartiles are more favorable towards men.
The benefits in kind difference is based on the number of employees who voluntarily elect to have health insurance coverage provided by the company. While all employees are eligible for private health insurance, a higher percentage of men have elected coverage and, therefore, more men receive benefits in kind than women.
How can we reduce or eliminate our pay gaps?
We are proud to be a company that has a gender pay gap lower than the current benchmark, but we know there is still work to be done. Equal representation across all functions and levels of the business is our greatest opportunity to reduce our pay gap. This would have an equalizing effect on both the hourly pay gap and the bonus gap.
Although our gender pay gap is favorable to women, they are underrepresented in our workforce, particularly in Engineering (19%), and Customer Care (27%). Men represent the largest percentage of our workforce at 68% but account for a lower percentage of leadership. We will continue to focus on providing opportunities to support the growth and development of our current and future leaders in leadership development programs such as Ceresa and WP Exceptional, where 71% of Ireland-based participants are men and 29% women.
We will continue to seek opportunities to increase our pipeline with qualified, skilled, and diverse candidates at all levels and roles within our business.
As of June 30, 2023, we did not have at least one man and one woman in a temporary or part-time role, so we are unable to calculate and report on the pay gaps for these demographics.