Since 1989, LotusWorks has been a trusted engineering and technical partner to some of the world’s leading manufacturers across the semiconductor, pharmaceutical and datacentre sectors. At LotusWorks, we pride ourselves on delivering exceptional and reliable service, consistently meeting client specifications on time while adhering to the highest standards of safety, quality, and regulatory compliance. Our global success and continued growth are driven by the expertise, dedication, and performance of our talented teams.
Gender Pay Gap Reporting continues to shed light on a key issue in our industry and plays an important role in driving future progress. With a workforce split of 85% male to 15% female, our workforce in this sector reflects the industry norm in Ireland where according to Engineers Ireland just 12% of engineering students who pursue a career in engineering are female.
It is important to stress that gender pay gap is different to equal pay. The gender pay gap shows the difference in average pay between men and women, we review pay to ensure that there is consistency between roles and employees within those roles and LotusWorks is an equal opportunities employer. LotusWorks upholds the principle of equal rights and treatment for all team members, regardless of gender, race, creed, age, marriage, sexuality, pregnancy, maternity, gender reassignment, or disability. There is a clear policy of paying employees equally for the same or equivalent work, regardless of their gender (or any other characteristic set out above)
LotusWorks Gender Pay Gap Report Statistics 2025
| Pay Quartiles | Male Employees | Female Employees | Difference |
|---|---|---|---|
| Lower Quartile | 73.33% | 26.67% | — |
| Lower Middle Quartile | 84.44% | 15.56% | — |
| Upper Middle Quartile | 94.44% | 5.56% | — |
| Upper Quartile | 93.26% | 6.74% | — |
| Bonuses Paid | 6.73% | 11.11% | — |
| Benefit-in-Kind Paid | 76.28% | 75.93% | — |
| Hourly Rate Differences | Difference |
|---|---|
| Mean Hourly Rate Difference — Full-Time Employees | 17.84% |
| Mean Hourly Rate Difference — Part-Time Employees | 58.17% |
| Mean Hourly Rate Difference — Contract Employees | N/A |
| Median Hourly Rate Difference — Full-Time Employees | 32.99% |
| Median Hourly Rate Difference — Part-Time Employees | 64.70% |
| Median Hourly Rate Difference — Contract Employees | N/A |
| Bonus Differences | Difference |
|---|---|
| Mean Bonus Difference | -9.04% |
| Median Bonus Difference | -1.84% |
** Gender Pay Gap based on data from 27th June 2025
Gender Pay Gap analysis year on year
Since the 2024 Gender Pay Gap report, the proportion of female employees in the Lower Quartile has decreased by 6%, with a positive percentage shift of women into the higher pay quartiles. The mean hourly pay gap between male and female employees has improved, reducing from 28% in 2024 to 17.84% in 2025. Similarly, the median hourly pay gap has decreased from 36.15% in 2024 to 32.99% in 2025.
The percentage of female employees receiving BIK has increased to near parity with male employees, with only a 0.35% difference. Furthermore, the proportion of female employees receiving a bonus has risen to 11%, 4% higher than that of male employees, with the mean and median bonus values being 9% and 1.8% higher for female employees, respectively.
Creating Gender Balance
LotusWorks remains dedicated to fostering gender balance within our organisation. The nature of our industry and the technical disciplines in which we operate mean that we continue to see a lower proportion of female applicants for engineering and technical roles in comparison to male applicants, which make up most of our positions. When comparing this to our support functions which include finance, marketing, human resources, talent acquisition, administration, these functions receive a greater share of applications from women in comparison to male applicants.
How LotusWorks is addressing the Gender Pay Gap:
Enhanced Maternity Benefit
After conducting our internal review of our maternity benefit last year, we implemented an enhanced maternity package that provides higher payments during maternity leave and a shorter service requirement for eligibility. This improvement strengthens the financial stability of female employees while on maternity leave.
Enhanced education supports
This year we increased the funding available to all employees to return to college to complete further education, through our education assistance we have seen several of our female employees move into engineering and technical roles. We will continue to support employees who wish to transition to the sector.
Highlighting careers in engineering
Our marketing team continues to collaborate with female employees to highlight their journeys within STEM. These real-life stories demonstrate how our female team members have grown and advanced within both the industry and the company.
Flexible working policy
LotusWorks has introduced a flexible working policy designed to support employees in office-based positions.
Early education talks
LotusWorks has actively engaged with Secondary school students to show the opportunities available to all students within engineering and STEM.
Bridging the gender pay gap in the engineering industry requires a coordinated effort across the sector, education system, and government to encourage more women to pursue careers in STEM. Encouraging interest in STEM should start early, beginning in primary and secondary education. Early engagement helps guide more women into craft trades or STEM disciplines at third level, ultimately increasing female participation within the engineering sector. However, we recognise that there are steps LotusWorks can take in the meantime to help reduce the gender pay gap within the engineering sector.