Overall Rating Gold
Overall Score 83.66
Liaison Philippe Lemarchand
Submission Date Dec. 2, 2024

STARS v3.0

Technological University Dublin
PA-13: Pay Equity and Living Wage

Status Score Responsible Party
Complete 4.80 / 5.00
"---" indicates that no data was submitted for this field

13.1 Internal pay equity assessment

Has the institution conducted one or more internal pay equity assessments during the previous three years to identify disparities that are not attributable to skills, responsibilities, or level of experience?:
Yes

Description of the methodologies used to assess internal pay equity:
TU Dublin has conducted internal pay equity assessments within the previous three years to identify disparities that are not attributable to skills, responsibilities, or level of experience. According to TU Dublin’s Gender Pay Gap Report, the institution carried out an analysis to assess pay equity across different genders, which involved identifying any pay disparities between male and female employees.
 
Methodologies Used:
Gender Pay Gap Analysis (Ref 1): TU Dublin uses the gender pay gap metric, which measures the difference in average hourly earnings between men and women. This methodology highlights any discrepancies in pay that cannot be justified by factors such as role, skills, or experience.
 
Statistical Breakdown: The analysis breaks down the gender pay gap by calculating the average hourly earnings of men and women across different pay quartiles, thus identifying whether pay disparities are concentrated in specific levels of seniority or across the entire institution.
 
Pay Gap Reporting by Quartiles: TU Dublin assesses pay equity across four pay quartiles (lower, lower middle, upper middle, and upper) to gain a detailed understanding of pay distribution at all levels of the organization.
 
The report and these assessments help the institution identify structural inequalities and guide efforts toward achieving pay equity, in line with TU Dublin’s commitment to fair and transparent pay practices.
 
URL References:
Ref 1: https://www.tudublin.ie/explore/about-the-university/gender-pay-gap-report/ 

Are the pay equity assessment(s) inclusive of both academic and non-academic staff?:
Yes

Do the pay equity assessment(s) explicitly address pay equity by gender identity?:
Yes

Do the pay equity assessment(s) explicitly address internal pay equity by racial, ethnic, and/or Indigenous identity?:
No

Does the institution publish the results of its internal pay equity assessments?:
Yes

Published results of the institution’s most recently finalized internal pay equity assessment:
---

Online resource where the results of the institution’s internal pay equity assessments are available:
https://www.tudublin.ie/media/website/explore/about-the-university/gender-pay-gap/Gender-Pay-Gap-Report-2023-FINALv1.pdf

The Reporting Tool will automatically calculate the following figure:

Points earned for indicator PA 13.1:
0.80

13.2 Percentage of employees that receive a living wage

Is the institution a third party accredited living wage employer?:
No

Narrative and/or website URL detailing the institution’s living wage accreditation:
---

Provide wage figures in the institution’s local currency and expressed as hourly rates. 

Local currency code:
EUR

Performance year for living wage:
2023

Living wage:
13.85

Standard or methodology used to determine the living wage:
The 2022/23 Living Wage for the Republic of Ireland was €13.85 per hour (Ref 1).
 
URL References:
Ref 1: https://www.livingwage.ie/documents/archive.html 
 

Wage floor for regular/permanent employees:
16.53

Wage floor for short-term/casual academic staff:
14.32

Wage floor for short-term/casual non-academic staff:
16.31

Percentage of employees that receive remuneration equivalent to at least a living wage:
100

Narrative outlining the forms of remuneration included in the living wage calculations:
According to the University Salary Scales (Ref 1) and Resaerch Salary Scales (Ref 2). The lowest wage payment is 29,811 for Clerical Off/Lib Assistant I/Grd 3 level and maximum working hour is 37/week (7.4/day) (including at least 22 days of annual leave and 10 public holidays). 29,811 / (52*5 - 10 - 22) / 7.4 = €17.67/hour.
 
For weekly paid employees, the lowest payment is 640.74 for General Op level, 640.74 / 37 = €17.32/hour.
 
For hourly paid employees, the lowest payment is €14.32/hour for sport Assistant Level 1.
 
URL References:
Ref 1: https://www.tudublin.ie/media/website/for-staff/human-resources/salary-scales/Salary-Scales---01.10.2024.pdf 
 
Ref 2: https://www.tudublin.ie/media/website/for-staff/human-resources/Revised-Research-salary-scales-wef-01.10.2023.pdf 

Has the institution made a formal commitment to pay a living wage?:
Yes

Narrative and/or website URL detailing the institution’s formal commitment to pay a living wage:

University staff salaries are set in accordance with public service pay and conditions policies, as established and updated periodically by the Government.


The Reporting Tool will automatically calculate the following figure:

Points earned for indicator PA 13.2:
3

13.3 Percentage of significant contractors that pay a collectively determined or living wage

Does the institution have one or more significant contractors?:
Yes

Documentation affirming that the institution has no significant contractors:
---

Total number of significant contractors:
45

Number of significant contractors known to pay a collectively determined or living wage:
45

Description of the methodology used to determine which significant contractors pay a collectively determined or living wage:

We have identified 45 significant contractors including contractors providing regular on-site dining/catering, cleaning/janitorial, maintenance, grounds keeping, professional/technical, transportation, and retail services. All 45 contractors are paying a living wage to employee.

TU Dublin reviews their contractors' compliance with the National Minimum Wage Act 2000 (Ref 1) and the Payment of Wages Act 1991 (Ref 2), which legally mandate employers to provide at least the minimum wage and all statutory benefits. Additionally, TU Dublin believe that everyone has a right to fair remuneration and expect all of our suppliers pays each employee at least the minimum wage, or a fair representation of the prevailing industry wage (whichever is higher) and provides each employee with all legally mandated benefits.

 

URL References:

Ref 1: https://www.irishstatutebook.ie/eli/2000/act/5/enacted/en/html

Ref 2: https://www.irishstatutebook.ie/eli/1991/act/25/enacted/en/html

The Reporting Tool will automatically calculate the following two figures:

 

Percentage of significant contractors that pay a collectively determined or living wage:
100

Points earned for indicator PA 13.3:
1

Optional documentation

Notes about the information provided for this credit:
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Additional documentation for this credit:
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The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.