At IVC Evidensia Ireland, we are committed to ensuring all employees are fairly rewarded for their work and have equal access to all opportunities. In pay terms that means fair and equitable pay policies and pay decisions for all employees. We said last year that we were evolving our pay and reward structure in Ireland, further reinforcing parity – we continue to do that.
As our reported numbers show, women are the mainstay of our employees (representing 84% of our staff) as they are for the veterinary profession. Closing our gender pay gap will require long-term sustained focus from us all in the business and will reflect broader cultural change. We are moving into the right direction, as for the second year in a row, we continue to reduce our mean and median gender pay gap compared to the previous year. The IVC Evidensia Ireland Leadership team and I are fully committed to ensuring that we continue to close the gender pay gap. Laura Padfield Chief Executive Officer – Ireland, November 2025 All data as at snapshot date of 30th June each year
The distribution of men and women in roles across our business greatly affects the statistics here. On the whole far more women than men are employed not just in IVC Evidensia Ireland but across the entire veterinary sector, and this is particularly true in the practice teams which make up the vast majority of our roles. We can see that the proportion of women in the top pay quarter of our business has risen in the past twelve months. Within each quartile and job type, we are confident that our reward structure is based on objective and relevant factors and that rates of pay for specific roles are in line with market norms. We have evolved our pay and reward significantly in the last year to ensure common standards of pay across the estate and competitive rates of pay compared to the market, particularly for our clinical teams. Some of the initiatives being undertaken in the business:
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