Medica Ireland, part of Medica Group, continues to be the largest teleradiology provider in Ireland and remains one of the largest managed services providers in the public sector. In addition to supporting public healthcare, we work closely with private hospitals and clinics to deliver high-quality diagnostic imaging and reporting services, helping to reduce waiting times and improve patient outcomes.
In 2025, Medica Ireland strengthened its position in the market through the acquisition of Merrion Ultrasound, expanding our service offering and enhancing our ability to provide comprehensive imaging solutions in obstetric scanning. This strategic growth reflects our commitment to innovation and excellence in patient care.
With a dedicated team of 166 employees, we proudly support over 400,000 patients annually, demonstrating our ongoing focus on delivering reliable, accurate and timely healthcare services across Ireland.
Context
The Gender Pay Gap Information Act was signed into Irish law in 2021 and began having practical effect in 2022 for employers with more than 250 employees. In 2024, the threshold reduced to employers with more than 150 employees, bringing Medica Ireland into scope for reporting.
It is important to clarify the distinction between the gender pay gap and equal pay. The gender pay gap measures the difference in average hourly earnings between men and women across all roles and departments, regardless of job title, length of service, or experience.
In contrast, equal pay means that men and women are paid the same for performing the same or similar work, or work of equal value.
At Medica Ireland, we remain fully committed to both principles: maintaining equal pay and actively addressing the factors contributing to our gender pay gap.
The calculation of the gender pay gap includes all employees (full-time, part-time and temporary) employed as of 30 June 2025, using an hourly rate derived from individuals’ pay, bonus, and working hours over the preceding 12 months.
Overview
Medica Ireland remains a female-led organisation, with women holding 100% of leadership team positions and 68.75% of management roles. This represents a slight decrease from 73% in 2024, following the recent promotion of a male colleague to the Senior Management Team.
As demonstrated in the data below, the primary driver of Medica Ireland’s gender pay gap continues to be gender representation, the unequal distribution of men and women across our workforce. While women predominantly occupy managerial and leadership roles, they also represent the majority of employees in the lower pay quartile, which contains a higher number of roles compared to senior positions.
This structural imbalance has influenced this year’s figures, despite strong female representation in senior positions.
Caroline Byrne, Managing Director
The report
| Mean and median pay and bonus gap | ||
| Mean | Median | |
| Gender pay gap | 10.0% | 3.7% |
| Gender bonus gap | -4% | 5% |
| Hourly Pay | % Gap 2025 |
|---|---|
| Mean, all employees | 10.0% |
| Median, all employees | 3.7% |
| Mean, full time employees | -6.2% |
| Median, full time employees | 21.6% |
| Mean, part time employees | 47.6% |
| Median, part time employees | 18.4% |
| Mean, temporary employees | 2.4% |
| Median, temporary employees | 2.2% |
The data shows that Medica Ireland has a mean gender pay gap of 10%, meaning that, on average, men earn 10% more than women. The median pay gap is considerably lower at 3.7%, indicating that pay differences at the mid-point of the organisation are relatively small.
In terms of bonuses, the mean gender bonus gap is -4%, meaning women received bonuses that were, on average, 4% higher than those of men. However, the median bonus gap stands at 5% in favour of men. This represents a significant improvement compared to 2024, when the mean bonus gap was -35% and the median gap was 34%.
Overall, our mean gender pay gap of 10% and median gap of 3.7% reflect a relatively balanced pay structure, with progress evident in bonus distribution and equity at the mid-point of the pay scale.
While the increase in the mean gap is primarily due to several recent male hires in clinical, finance, and IT roles, positions that are higher paid than others, this has had a notable impact given our predominantly female workforce, contributing to an increase of 1.5 percentage points compared to 2024. Despite this, improvements in bonus gaps and median pay demonstrate positive progress toward greater gender pay equality.
Quartiles
Quartiles divide all employees into four equally sized groups based on their hourly pay, starting from the lowest-paid to the highest-paid. This method helps to analyse the distribution of male and female employees across the organisation’s pay structure:
- Lower Quartile: Includes the 25% of employees who are paid the least
- Lower-Middle Quartile: Covers the next 25% of employees after the lower quartile
- Upper-Middle Quartile: Represents the 25% of employees earning above the lower-middle quartile but below the upper quartile
- Upper Quartile: Comprises the 25% of employees with the highest pay
Understanding Medica Ireland’s figures requires an awareness of workforce distribution. Women make up 70% of Medica Ireland’s employees, holding 83% of positions in the lower quartile, 61% in the lower-middle quartile, 69% in the upper-middle quartile, and 66% in the upper quartile.
Benefits in kind and bonuses
| Benefits in Kind | ||
| Male | Female | |
| Receiving B.I.K | 1 | 3 |
| % Receiving B.I.K | 2% | 2.6% |
| Proportion of male and female employees receive bonus | ||
| Male | 40% | |
| Female | 41% | |
In 2025, we continue to see encouraging progress in the distribution of both bonuses and Benefits in Kind (BIK) across genders at Medica Ireland.
The percentage of employees receiving BIK has become more balanced, with 2.6% of women and 2% of men receiving these benefits. This marks a notable improvement from 2024, when BIK participation was significantly lower among women (0.9%) due to eligibility being limited to a small group of employees who joined Medica from other organisations and retained previous entitlements.
Bonus participation has also increased across the board, with 41% of women and 40% of men receiving bonuses in 2025, up from 34% and 37% respectively in 2024. This upward trend reflects broader access to performance-related rewards and a more inclusive approach to recognition across job roles.
Importantly, the mean gender bonus gap remains in favour of women, reinforcing the strong representation of women in leadership roles at Medica Ireland.
Trend Commentary (2024 vs 2025)
Medica Ireland remains committed to fostering an inclusive and equitable workplace, and our 2025 Gender Pay Gap Report reflects both progress and the ongoing complexity of workforce dynamics.
As a female-led organisation, women continue to hold 100% of leadership team roles and a strong majority of management positions (68.75% in 2025).
The data reflects a nuanced picture shaped by workforce changes. The median gender pay gap has narrowed to 3.7%, indicating relatively small differences in pay at the mid-point of the organisation. However, the mean pay gap has increased slightly to 10%, primarily due to structural factors such as recent male hires in higher-paid roles.
Notably, part-time roles show a significant disparity, with a mean gender pay gap of 47.6%. This is primarily due to the small number of male part-time employees, who are concentrated in higher-paid quartiles, while women who work part-time are predominantly (85%) positioned in the lower-paid quartiles. In contrast, full-time roles present a negative mean gap of -6.2%, indicating that women in these roles earn slightly more on average than men. This reflects the strong representation of women in senior and specialist positions.
Bonus participation and distribution have also improved, with near parity in access and a significantly reduced bonus gap compared to 2024. These developments reflect our ongoing efforts to ensure fairness in reward and recognition across all job roles.
As we continue to grow, most notably through the acquisition of Merrion Ultrasound in 2025, we remain focused on reviewing our recruitment, development, and progression pathways to support a more balanced workforce. Our commitment to equality is embedded in our culture, and we will continue to take meaningful steps to reduce the gender pay gap and promote opportunity for all.
Actions & Commitments
Medica Ireland remains committed to reducing the gender pay gap and fostering a culture of inclusion, equity, and opportunity. Building on our progress and insights from both the 2024 and 2025 reports, we will continue to take meaningful action through the following initiatives:
Inclusive Recruitment & Career Progression
We will continue to promote gender balance across all roles by reviewing recruitment practices to attract a more diverse applicant pool, with a particular focus on encouraging male candidates to apply for lower-quartile roles.
Recognising that approximately half of our roles are already filled through internal progression, we are also strengthening career development pathways by formalising our Mentorship Programme and expanding employee development initiatives.
Additionally, we will introduce Leadership Training to equip current and future leaders with the skills to foster an inclusive culture and support equitable career progression. These efforts aim to ensure that all employees, regardless of gender, role level, or entry point, have equal access to growth opportunities within Medica Ireland.
Workplace Culture, Policy & Training
Medica Ireland is committed to fostering a workplace culture that is inclusive, respectful, and free from bias. We will extend Unconscious Bias training to all employees across the organisation, building on the foundation already established with our Hiring Managers, who have completed training in both Unconscious Bias and Interviewing Skills. This broader rollout aims to raise awareness, challenge assumptions, and support fair decision-making at every level.
We will also continue to introduce and strengthen policies and supports that promote gender equality and cultivate an inclusive environment where all employees feel valued, respected, and empowered to succeed. As part of this commitment, we launched a Menopause support programme to empower women by providing personalised care and practical strategies to help women manage this phase of life with confidence. By embedding inclusive practices into our daily operations and culture, we aim to ensure that Medica Ireland remains a place where diversity is celebrated, and opportunity is accessible to all.
Equality, Diversity & Inclusion Forum
We have continued to support the work of our EDI Forum, whose mission is to represent the Medica workforce and champion a culture where all identities and lifestyles are respected, and everyone shares responsibility for fostering inclusion.
This year the forum published its inaugural newsletter to communicate their mission, keep staff informed about the group’s ongoing work and initiatives and to invite wider involvement from across the organisation. A questionnaire was also sent to all staff and the forum are working on the feedback s coming out of this
Monitoring & Transparency
Medica Ireland will continue to annually review pay and progression data, ensuring that any disparities are identified and addressed. We will also publish annual Gender Pay Gap Reports, maintaining accountability and providing clear insights into our progress. These reviews help inform our strategic decisions and ensure that our policies and practices support fair and equitable outcomes for all employees.
Previous reports
To review the 2024 report, please click here.