2023 Ireland Gender Pay Gap Report

JPMorgan Chase remains committed to the recruitment, advancement and retention of women at all levels of the firm, and the impact of that commitment is demonstrated in this report. This is the second year we have disclosed figures for our operations in Ireland, which includes the Dublin branch of J.P. Morgan SE and our Global Shares business in the country. I am pleased to report that the pay gap has improved year over year across the majority of measurements – particularly mean and median hourly pay, and average bonus pay.

The work continues to narrow the gap and improve the representation of women, particularly at our most senior levels. As of October 2023, women represent 43% of the workforce here in Ireland, 41% across EMEA, 49% globally and 41% of our Operating Committee. An important way the firm is making this a reality is by holding our most senior leaders accountable through our global accountability framework.

Notable achievements from the past year that support our women and other employees include:

• Changing the firm’s global policy to provide eligible parents with a minimum of 16 weeks’ paid parental leave, which in Ireland increased paternity leave from 9 to 16 weeks for all new parents (birth and adoption). This is separate from the existing Ireland maternity leave entitlement of 26 weeks
• Increased support for parents going out and returning from leave through one-to-one coaching, employee and manager sessions
• Improved support for fertility and menopause

Continued commitment by the Local Management Committee in Ireland, as well as the firm’s senior leaders, will enable us to meet our long-term goals and achieve sustainable success as a firm. We are determined to keep improving the representation of women at the firm and build upon our progress to further close the gender pay gap.

Marc Hussey
Senior Country Officer Ireland
 

Key findings for our J.P. Morgan SE Dublin Branch gender pay gap:

The gap improved year over year across the majority of the measurements (mean and median hourly pay, average bonus pay).

• Mean hourly pay gap narrowed by -13.6% from 22.40% to 8.80%. While this is a large improvement, it is partly driven by factors which may vary year over year. 
• Median hourly pay gap narrowed by -2.40% from 15.47% to 13.07%.
• The percentage of women in the upper quartile has increased 3.75%. year over year.

*N/A as no part-time male employees or temporary employees
 

Key findings for our Global Shares gender pay gap:

In 2022, Global Shares disclosed their gender pay gap independently of J.P. Morgan. This year, we disclose for Global Shares and J.P. Morgan SE (JPMSE) Dublin Branch in the same report.

The overall gaps in Global Shares are similar to JPMSE Dublin Branch, with the same goal to achieve greater gender balance at all levels across its business in Ireland.

In our small population of part-time employees, median and mean hourly pay is higher for females than males.

The disparity in the mean bonus is directly correlating with fewer females occupying more senior managerial roles and fewer females employed in Technology roles.