Gender Pay Report

Gender Pay Gap 2025

As required under the Gender Pay Gap Information Act 2021 and the Employment
Equality Acts 1998 (section 20A) (Gender Pay Gap Information) Regulations 2022, as
amended by the 2024 and 2025 Regulations, this report presents our Gender Pay Gap
data for 2025.

Cinders Shoe Heaven is an Irish-owned retailer in business since 1990. Our ethos is to
provide our customers with an excellent and personalised customer service, and we go
to great lengths to source products which are fashionable, comfortable and a little bit
different. We provide both an online and in store shopping experience for our
customers, with concessions throughout the country in multiple Dunnes Stores
locations.

What is the Gender Pay Gap and Why Does It Matter?

• Organisations with more than 50 employees are now required to share this
information.
• There are several metrics that must be reported:

o Mean and Median hourly pay gap.
o Mean and Median bonus pay gap.
o Mean and median hourly pay gap for part-time employees.
o Mean and median hourly pay gap for temporary/fixed-term employees.
o Percentage of men and women receiving a bonus.
o Percentage of men and women receiving benefit-in-kind.
o Pay Quartiles showing the proportion of male and female employees in
four pay bands (lower, lower-middle, upper-middle, upper quartile).

• The Gender Pay Gap shows the difference in average hourly pay between men
and women across the organisation.
• It’s not Equal Pay which compares pay for people doing the same job. Instead,
Gender Pay looks at the overall pay for everyone together, regardless of role, job
title, experience, or length of service, and expresses the difference as a
percentage.
• Reporting the Gender Pay Gap helps us understand if there are patterns in how
men and women are represented at different levels of the organisation.
• By looking at these figures, we can identify areas for improvement, create
opportunities for progression, and continue to make sure our workplace is fair
and inclusive for everyone.

The gaps we have reported are the result of our commitment to a gender-neutral
approach to pay. We remain focused on fairness and transparency across all areas of
our business.
Our goal is to offer long-term, rewarding careers where everyone at Cinders has the
chance to grow, develop their skills, and progress within the company. We are proud to
be an equal opportunities employer and will continue to review our recruitment and
promotion practices to ensure fairness and remove any bias.