Snapshot Date: 27 June 2025
Introduction
CHM Group is committed to transparency, fairness, and continuous improvement in gender equality. As our Managing Director, Bryan Hoiser, states:
“Creating a fair and inclusive workplace where everyone can thrive is not only the right thing to do; it strengthens how we perform for clients, safeguard our people, and innovate for the future. This report is both a baseline and a commitment: to embed fairness into how we hire, develop, and reward our people, and to build a culture where inclusion is a daily practice.”
Prepared in line with the Gender Pay Gap Information Act 2021, this report covers all employees in Ireland as of 27 June 2025. It provides a clear account of our gender pay gap, influencing factors, and ongoing actions to promote fairness and inclusion.
Workforce Profile
CHM Group operates in the construction sector, historically male-dominated. On the snapshot date, 97% of employees were male and 3% female—a key driver of our gender pay gap. Our workforce spans operational teams, technical specialists, and support staff. We remain committed to equal opportunities and an inclusive culture.
Gender Pay Gap Results
- Mean Hourly Gap: -36.71% (in favour of women)
- Median Hourly Gap: 19.86% (in favour of men)
- Mean Bonus Gap: 100%
- Median Bonus Gap: 100%
- Males Receiving Bonus: 0.98%
- Females Receiving Bonus: 0%
The mean hourly gap favours women, while the median favours men, due to the small number of female employees and their distribution across pay bands. Only a few male employees received a bonus; none were paid to females, resulting in a 100% bonus gap. No benefits-in-kind were paid during the reporting period.
Pay Quartiles
- Lower: 100% male
- Lower Middle: 90.2% male, 10.87% female
- Upper Middle: 97.07% male, 2.93% female
- Upper: 100% male
Women appear only in the middle quartiles, highlighting male predominance across pay bands.
Interpretation and Context
Our gender pay gap reflects workforce composition, not pay inequality for equivalent roles. Small changes in female representation significantly affect results. Gender pay gap reporting differs from equal pay, which is a legal requirement for equal work. The 100% bonus gap is not statistically meaningful given the very small number of bonuses.
Benchmarking
Our results reflect sector norms. Nationally, the average gender pay gap is 9.6%, while construction averages 21% in favour of men. CHM’s median gap (19.86%) is broadly aligned with industry benchmarks. Like our peers, our challenge is representation rather than unequal pay for equivalent roles. This comparison helps us understand our position relative to industry norms and identify areas for improvement.
Actions and Commitments
CHM Group remains committed to fair pay practices and fostering an inclusive culture. We are reviewing our recruitment strategies to attract more women across all roles, including technical and leadership positions, and supporting career development through mentoring and structured training pathways. In addition, we will continue to monitor gender representation and pay outcomes annually to ensure progress is tracked and acted upon where necessary.
We are also preparing for the implementation of the EU Pay Transparency Directive in 2026. This includes publishing salary ranges in job advertisements, removing questions about pay history during recruitment, ensuring gender-neutral job evaluation criteria, and providing employees with access to pay and progression information. These measures will strengthen transparency and fairness across CHM Group and demonstrate our commitment to meeting future regulatory requirements.
Conclusion
CHM Group’s 2025 Gender Pay Gap Report provides transparency on our position and influencing factors. While our profile reflects sector norms, we are committed to gender equality and continuous improvement. We welcome feedback and collaboration as we work towards greater equality.
Contact: People & Culture Department
hr@chmgroup.ie | www.chmgroup.ie