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Gender Pay Review Report - 2026
Radius Business Solutions (Ireland) Limited – Report Narrative
Gender pay reporting legislation requires employers with more than 50 employees to publish statutory calculations each year showing the pay gap between their male and female employees. As demonstrated in our published report, Radius has carried out the statutory gender pay calculations, which I can confirm are based on accurate data and prepared in line with the Gender Pay Gap Information Act 2021, and The Employment Equality Act 1998 (Section 20A) (Gender Pay Gap Information) Regulations 2022.
Our gender pay gap reflects the structure of our workforce rather than unequal pay practices. Gender pay reporting measures the difference in average pay between men and women across an organisation and is not a comparison of pay for employees performing the same or similar roles.
For the 2026 reporting period, our mean gender pay gap is 16.76%, representing an increase compared to 2025. Our median gender pay gap is 7.65%, an increase on the prior year. These results continue to be driven by the distribution of male and female employees across the organisation, with a higher proportion of men occupying senior and higher paid roles.
Our mean bonus gender pay gap is 37.52%, an increase compared to 2025, reflecting the continued impact of higher value bonuses paid within roles, which remain predominantly male. Our median bonus gender pay gap is 36.13%, an increase on the prior year.
Importantly, bonus participation rates remain broadly equal, with 77.36% of female employees and 81.90% of male employees receiving a bonus during the reporting period. This confirms that the bonus gap is driven by bonus values rather than access to bonus schemes.
The quartile pay band data continues to show a higher concentration of male employees in the upper pay quartiles, with 84.62% of the highest paid roles held by men. Female representation is more balanced across the lower quartile. This distribution continues to be the primary driver of our overall gender pay gap.
During FY27, we have continued to embed our structured approach to reward, development and progression. This includes maintaining clear pay structures, consistent benchmarking and transparent decision making, alongside continued investment in development and career progression opportunities to support longer term balance across senior roles.
Gender Pay Reporting Results – 2026
Mean gender pay gap – 16.76%
This calculation shows the difference between the mean (average) hourly rate of pay received by male and female full pay relevant employees. A positive percentage indicates that, on average, female employees receive lower hourly pay than male employees.
Median gender pay gap – 7.65%
This calculation shows the difference between the median (midpoint) hourly rate of pay received by male and female full pay relevant employees. A positive percentage indicates that female employees earn less than male employees at the midpoint of the pay distribution.
Mean bonus gender pay gap – 37.52%
This calculation shows the difference between the mean bonus pay received by male and female relevant employees. A positive percentage indicates that female employees receive lower average bonus payments than male employees.
Median bonus gender pay gap – 36.13%
This calculation shows the difference between the median bonus pay received by male and female relevant employees. A positive percentage indicates that female employees receive lower bonus payments than male employees at the midpoint of the bonus distribution.
Proportion of employees receiving a bonus
- Proportion of male employees receiving a bonus: 81.90%
- Proportion of female employees receiving a bonus: 77.36%
Gender Pay Reporting – Quartile Pay Bands
The quartile calculations show the proportion of male and female full‑pay relevant employees across four equally sized pay bands, ranked from lowest to highest pay. These figures illustrate the distribution of gender representation across the organisation.
Quartile 1 (Lower)
Quartile 2 (Lower middle)
Quartile 3 (Upper middle)
Quartile 4 (Upper)
Declaration
I confirm that the gender pay gap information published in this written statement, and submitted through the Irish Government’s Gender Pay Gap Portal, is accurate and has been calculated in accordance with the Gender Pay Gap Information Act 2021, and The Employment Equality Act 1998 (Section 20A) (Gender Pay Gap Information) Regulations 2022.
Emma Quinn
Chief People Officer