Social media platform Pinterest has reported a 4.9% mean gender pay gap for its Irish workforce, which is a significant decrease from 15.2% in 2024.
The fall in its mean pay gap is a result of an increased number of women in its most senior levels of director, senior director and vice president, which are highly paid roles.
Its median gender pay gap was 11.6%, up from 8.5% in 2024. This has been attributed to the growth of the organisation’s engineering department, from 22 to 37 roles. As 30 out of 37 roles are held by men, this impacts the gap.
The organisation’s lower pay quartile comprises 66.7% women and 33.3% men, while its upper pay quartile is 51.4% female and 48.6% male. Across the organisation, more than 50% of both its executive team and managers are female.
Pinterest’s mean gender bonus pay gap has decreased to 13.3% from 27.3% in 2024, while its median gender bonus gap has risen to 15.2%. An increased female representation in its most senior levels also affects the bonus gap. Men and women equally benefitted from its benefits packages and all employees received some form of bonus last year.
A Pinterest spokesperson said: “Creating belonging is core to our mission and everything we do. At Pinterest, we are committed to fostering inclusion by ensuring employees are appropriately rewarded for their contributions. Pinterest is an equal pay employer and takes regular steps to ensure that employees are being paid fairly and equitably, regardless of gender or any other protected category.
“Compensation at Pinterest includes fixed and variable pay and may include base pay, incentive compensation and equity. Twice a year, we analyse compensation and make adjustments when necessary to continue to stand by this very important commitment. We are encouraged by progress we are making and benchmark positively against our peers in Ireland, and we also acknowledge that there is always more that we can do. We will continue to identify opportunities to improve our efforts and will continue to engage transparently on our compensation practices along the way.”
