Women earn more than men at Tipperary County Council, new report shows
Women who work for Tipperary County Council are, on average, paid more than their male counterparts, a new report has shown.
The local authority have released their Gender Pay Gap Report for 2025, which shows that the rate of pay for women in the organisation is higher than men.
The mean figures show that up until June 30 of this year, women were earning 5.27pc more than men, while the median result shows that women in Tipperary County Council (TCC) were earning 12.41pc more than men.
However, these figures do not mean that men are getting paid less than women for the same job, but that on average, women occupy higher-paying positions in the company than men.
Figures across four quartiles show that men occupy the majority of the lower (61.54pc) and lower middle (82.15pc) earners, while in the upper middle category, 51.85pc of workers were female.
In the highest pay quartile, the workforce was almost evenly split: 50.46pc men and 49.54pc women.
Tipperary County Council chief executive Sinead Carr said the local authority remains committed to addressing the gender pay gap.
"The issue of gender pay differences is an important one, not only to the workplace but to wider society. Tipperary County Council remains committed to creating an inclusive workplace culture, where every employee feels valued.
"Tipperary County Council is a place where all employees have equal prospects for career development and progression,” Ms Carr added.
The local authority has approximately 1,300 staff members working for over 168,000 customers across county Tipperary.
The Gender Pay Gap Report also shows that Tipperary County Council staff is made up of 61pc men, and 39pc women.
76.29pc of workers were full-time employees, while 23.71pc were on part-time contracts.
TCC chief executive Sinead Carr added that the council is committed to addressing barriers within the workplace.
"We continue to be committed to addressing workplace barriers to equality, supporting diversity and creating an open and inclusive workplace community.
"Many equality, diversity and inclusion initiatives and supports are already in place, and we will continue to work in this area – but improvement is always possible,” she said.
"This year’s gender pay gap figures will, as with previous years, be used to inform our future action plans and we will continue to monitor these trends and work with our colleagues across the local government sector,” Ms Carr added.