2024 Ireland Gender Pay Gap Report

JPMorganChase remains committed to the recruitment, advancement and retention of women at all levels of the firm. This is the third year we have reported figures for J.P. Morgan SE - Dublin Branch, our largest employment entity in Ireland, and the second year for Global Shares Ireland. Our J.P. Morgan Hedge Fund Services legal entity is reporting its gender pay gap figures for the first time in 2024. Read the full report here.

Year over year, we have seen progress on key metrics. For example: 

• Female representation in all J.P. Morgan SE - Dublin Branch pay quartiles improved, including a 2.7% increase to 31.1% in the upper quartile and a 1.9% increase to 39.4% in the upper middle quartile. 
• Global Shares Ireland saw a 6.6% improvement in female representation in the upper pay quartile to 35.6%.
• Female representation in 2024 at J.P. Morgan Hedge Fund Services was 35.2% in the upper middle and 31.1% in the upper pay quartile.
• 93.7% of female employees at J.P. Morgan SE - Dublin Branch received a bonus (up 10.1% vs 2023), slightly higher than the 91.8% of male employees paid a bonus in the same period.
• The mean bonus pay gap for J.P. Morgan SE - Dublin Branch decreased by 6.7% to 25.3%. - The mean bonus pay gap for Global Shares Ireland decreased by 16.9% to 58.1%. 

We have however seen year over year widening of our mean and median hourly pay gaps and mean bonus gaps across our J.P. Morgan SE - Dublin Branch and Global Shares Ireland legal entities. For both J.P. Morgan SE - Dublin Branch and the Global Shares Ireland entity, the increases were driven by changes in hiring awards relative to the prior year.

Since 2018, the representation of women at the Executive Director level in Ireland has improved 6.8%. There is more work to do to improve the representation of women at the Managing Director level in Ireland, but we have still seen growth of 2.1% compared to 2023. 

It’s important to note that the metrics disclosed in this report are a measure of pay gap and not pay equity. A pay gap is based on the difference in compensation of all women in the organization as compared with the compensation of all men within an organization – pay gap does not take into account important differences such as seniority of role, job level, experience, geography, work hours or any other factors that generally influence pay. Our gender pay gap is driven by these factors. For example, the larger proportion of men relative to women in more senior roles, which tend to be higher paying, is a factor driving our gender pay gap. 

In contrast, pay equity is based on a statistical analysis that compares employees performing similar work and how they are paid taking into account experience and other factors, or in other words, whether there is comparable pay for comparable work and experience. We conduct periodic pay equity reviews that include employees at all levels within the Firm. In 2023, taking into account factors such as an employee’s role, tenure, seniority and geography, in aggregate, globally, those who self-identified as women were paid 99% of what men were paid. Read more about our Pay Equity disclosure in our 2023 Environmental Social Governance Report. 

Notable achievements from the past year that support women at the firm and other employees in Ireland include: 

• A job sharing pilot planned for 2025 that increases role flexibility to attract and retain talent.
• As part of our investment in the employee experience, we made the decision to remove the 12-month qualifying service period for company-covered maternity pay and paternity pay. 

The Local Management Committee in Ireland, along with the firm’s senior leaders, are committed to undertaking efforts to increase representation of women at JPMorganChase, including in senior level roles, and making further progress towards narrowing the gender pay gap. 

Marc Hussey Senior Country Officer Ireland 

J.P. Morgan SE – Dublin Branch

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

• Increased female representation across all pay quartiles.
• 93.7% of female employees received a bonus (up 10.1% relative to 2023), slightly higher than the 91.8% of male employees paid a bonus in the same period.
• Reduction in the mean bonus gap to 25.3% (down 6.7% versus 2023).
• Increase in the median bonus gap to 34.7% (up from 18.6% in 2023), driven by changes to hiring awards relative to the prior year.
• Almost identical distribution of benefit in kind among men and women.

Global Shares Ireland 

Key findings for our Global Shares Ireland gender pay gap:

• Increased female representation in the upper pay quartile to 35.6%.
• Reduction of female representation in the upper middle quartile to 37.0% driven by changes in female representation, particularly in revenue generating roles, within pay quartiles.
• Reduction in the mean bonus gap to 58.1% (down by 16.9% versus 2023).
• Increase in the median bonus gap to 29.2% (up from 5.8% in 2023), reflecting changes in hiring awards relative to the prior year.
• The results for the median and mean hourly pay for part-time employees are driven by higher pay averages for part-time females vs males.
• Almost identical distribution of benefit in kind among men and women.

J.P. Morgan Hedge Fund Services

Key findings for our J.P. Morgan Hedge Fund Services gender pay gap:

• First time reporting.
• Female representation in the upper and upper middle quartiles at 31.1% and 35.2%, respectively.
• The mean and median bonus gap 80.4% and 26.8% respectively, reflecting the higher representation of men in the upper middle and upper pay quartiles.
• 96.3% of women and 92.9% of men received benefit in kind.
• 95.1% of women and 97.4% of men received a bonus.