Gender Pay Gap Report 2024–2025
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 reflects the 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. We are aligning our practices with our new parent company as we begin this next chapter.
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 male colleagues in revenue-generating roles, which attract higher bonuses. We are focused on attracting strong female talent into these roles through recruitment, development and succession planning.
Key Concepts
Relevant Pay Period
The data relates to the 12 months ending 30 June 2025.
Mean Hourly Pay
The average hourly rate for men compared to women.
Median Hourly Pay
The midpoint hourly rate for men compared to women.
Benefit in Kind
Any non-cash benefit of a monetary value.
Pay Quartiles
Four equal groups of employees based on pay, showing gender distribution.
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 |
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% |
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% |
Quartiles
| Quartile | Male (%) | Female (%) | Male (No.) | Female (No.) |
|---|---|---|---|---|
| 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 |
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
| 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
- Embedding inclusive hiring processes
- Conducting regular pay equity reviews
- Monitoring progress through internal reporting
Next Steps & Action Plans
Priority Areas
Gender
Programmes and mentoring to develop future female leaders.
Policy
Continued support for family-friendly policies including fertility, adoption and fostering leave.
Inclusive Hiring
Hiring based on skills and values, increasing female applicant flow.
Data & Reporting
Tracking progress against I&D goals with milestones for 2026 onward.
Next Steps
We will continue leveraging technology and data to advance gender equality while supporting all colleagues to reach their full potential.