Gender Pay Gap Report

28 November, 2025

Introduction

At Gallivan Murphy Insurance Brokers Limited (“GMIB”), we are dedicated to fostering a workplace that is fair, inclusive, and transparent. The publication of our Gender Pay Gap Report reflects this focus and provides an opportunity to continue our ongoing journey to promote that all employees—regardless of gender—have equal access to opportunities, recognition, and reward.

A message from our Joint Managing Directors

At GMIB we are focused on building a workplace that is fair, inclusive, and representative of the diverse communities we serve. We recognise that the gender pay gap is about the broader distribution of men and women across different roles and levels within the organisation. Our priorities include:

• Ensuring equal access to career development and progression opportunities
• Supporting flexible working arrangements to balance professional and personal responsibilities
• Promoting diverse leadership and representation at all levels
• Embedding inclusive practices into recruitment, training, and performance management

We are proud of the steps already taken, but we know there is more to do. By continuing to listen, learn, and act, we aim to create a workplace where everyone can thrive.

This year, GMIB has been acquired through the purchase of Assured Partners International by Arthur J. Gallagher & Co (“Gallagher”) in the largest insurance broking acquisition ever completed. As a result, we are in the process of aligning an already thriving business to our new parent company, Gallagher, as we embark on this new chapter. Bringing together two teams with talented team members and processes, with a continued focus on inclusion and diversity, will further enforce our dedication to reducing our gender pay gap.

We look forward to the work ahead and are grateful to all our team members for their ongoing dedication and loyalty to the business during this change management process, and to the continued delivery of top-class service to our customers and clients.

Denis Murphy
Joint Managing Director

Simon Gallivan
Joint Managing Director

Gender Pay Gap Information | 2024–2025

GMIB’s gender pay gap results are predominantly driven by the higher percentage of our male colleagues occupying revenue-generating roles, which attract higher bonuses. We are dedicated to implementing a strategy that will attract strong female talent to these roles, through recruitment, development and succession planning processes.

Key Concepts

Relevant Pay Period

The data in this report relates to the 12 months ending on 30th June 2025.

Mean Hourly Pay

The mean is calculated by comparing average hourly pay between relevant male employees and relevant female employees. A mean of 10% shows that women are paid 10% less than men on average.

Median Hourly Pay

The median is the middle value in the list of hourly pay for men and women. A median of 15% shows that women are paid 15% less at the mid-point.

Benefit in Kind

A non-cash benefit of estimated monetary value.

Pay Quartiles

Employees are divided into four equal parts based on pay to understand gender distribution across levels.

Gender Reporting

Irish legislation requires binary gender reporting. We support equal pay for colleagues across all gender identities.

Our Gender Pay Gap and Bonus Gap Details

Overall Headcount

Gender	Totals	Full Time	Part Time
Male	74	68	6
Female	109	78	31
Totals	183	146	37

Women represent 60% of the workforce. Full-time workers make up 80% of employees; part-time workers 20%. Women are more likely to work part-time (28%), which must be considered in pay-gap analysis.

Bonus Recipients

Gender	Totals	Full Time	Part Time
Male	46	44	2
Female	81	57	24

Gender	% Receiving Bonus
Male	62.16%
Female	74.31%

127 employees received a bonus due to revenue-generating roles.

Benefit in Kind

Gender	Totals	Full Time	Part Time
Male	1	1	1
Female	3	3	3

Gender	% Benefit in Kind
Male	1.35%
Female	2.75%

BIK is provided only to senior roles; women hold most of these roles.

Quartiles

Quartile	Male (%)	Female (%)	Male	Female
Q1 – Lower	33.33%	66.67%	15	30
Q2 – Lower Middle	34.78%	65.22%	16	30
Q3 – Upper Middle	26.09%	73.91%	12	34
Q4 – Top Quartile	67.39%	32.61%	31	15

Women dominate the lower three quartiles but men dominate the top quartile, driving the pay gap.

Hourly Pay Differences

Gender	Mean (€)	Part-time Mean (€)
Male	28.49	50.12
Female	21.01	24.82
Difference	26.24%	50.47%

Median Hourly Pay Difference

Gender	Median (€)
Male	22.48
Female	19.15
Difference	14.82%

Bonus Differences

Gender	Mean Bonus (€)
Male	16,509.32
Female	6,391.25
Difference	61.29%

Gender	Median Bonus (€)
Male	14,201.75
Female	5,301.98
Difference	62.67%

Our Actions to Address the Gender Pay Gap

• Investing in development of high-potential female talent below senior leadership
• Embedding inclusive hiring practices
• Regular pay equity reviews
• Internal progress monitoring and accountability frameworks

Next Steps & Action Plans

We are aligning policies and procedures with Gallagher, ensuring consistency across inclusion and diversity strategies.

Priority Areas

Gender

Targeted development programmes, mentoring, and career pathways designed to support future female leaders.

Policy

Continuation of robust family-friendly policies including support for fertility, adoption, and fostering.

Inclusive Hiring

Hiring based on skills and values, with a focus on increasing female applications and spotlighting development opportunities.

Data and Reporting

Ongoing measurement against I&D goals with milestones from 2026 onward.

Next Steps

We will continue leveraging technology and data to advance gender equality, guided by our values of trust, innovation, collaboration, expertise, and safety. We remain committed to empowering all colleagues to reach their full potential.