Close Brothers Limited acquired Bluestone Motor Finance (Ireland) DAC in 2023 and rebranded the business to Close Brothers Motor Finance in April 2024. As an employer of 50 or more employees, the Gender Pay Gap Information Act 2021 requires us to share our gender pay and bonus gap figures and our diversity and inclusion (D&I) initiatives and plans to close the gap.

Gender pay gap Ireland

  • Gender pay gap figures

    The gender pay gap is a measure that shows the difference between the average earnings of male and female colleagues in an organisation, irrespective of their roles. It is measured by comparing hourly pay.

  • Understanding our gender pay gap

    The gender pay gap is mainly caused by more men holding senior, higher-paid positions. To address this, our ambition is to achieve 40-45% female representation within our global senior manager population by 31 July 2027.

  • Gender bonus gap figures

    The gender bonus gap compares average variable pay between men and women. Higher base salaries usually mean higher bonuses, as seen with our Chief Executive Officer.

Focus on diversity and inclusion 

We are committed to addressing gender balance at every level of the organisation and accelerating diversity in senior and client-facing positions in particular. The following are our key priorities as part of our three-year group Diversity and Inclusion strategy and actions we are taking to advance gender equity:

 

  1. Leadership and management engagement and accountability:
  • Progress against representation targets forms part of our long-term incentive plan, involving group Executives.
  • A mandatory D&I objective has been introduced for all managers across the group, supported by “Developing Inclusive Colleagues” training for managers. 

 

  1. Attracting and recruiting more diverse talent, and embracing equity in these process: 
  • The recruitment process has undergone review from an inclusion perspective, resulting in changes such as explicitly promoting flexible working arrangements. 
  • Training content for line managers regarding inclusive hiring practices has been updated. 

 

  1. Enabling growth, retaining and supporting colleagues throughout their careers: 
  • Enhanced pay of 22 weeks for maternity/adoption leave has been implemented.
  • A maternity allyship scheme and accompanying manager guide have been launched.
  • Policies regarding pregnancy loss leave and fertility treatment and recovery leave (two weeks full pay for both partners) have been introduced.
  • A fertility policy and manager guide are also available. 

 

  1. Maintaining an environment in which all colleagues feel psychologically safe, and provide targeted support for minority groups: 
  • Focus groups and employee experience surveys are regularly conducted to assess experiences and needs across demographic groups, including women. 

 

  1. Shaping an inclusive brand and embracing inclusion in our interactions with customers, suppliers, corporate partners, charities and communities:
  • Corporate social responsibility initiatives and partner charities have been reviewed from an inclusion perspective and aligned with D&I objectives where possible, such as supporting female-focused charities offering employment opportunities.
Addressing gender pay and bonus gaps, and the underlying causes, is essential to creating a workplace where all voices are heard, colleagues progress on equal terms, and everyone has the opportunity to thrive.
Donal Murphy
Close Brothers Motor Finance - Ireland
Chief Executive Officer
We are encouraged by the progress made with our D&I strategy and action plan. I am committed to continuing our support for positive change.
Mike Morgan
Close Brothers Group plc
Chief Executive Officer

Summary statement

Our D&I Strategy and action plan are enabling us to implement targeted initiatives to attract, develop and retain diverse talent, and to maintain our inclusive culture.

 

We will continue to focus on improving gender balance at all levels and across job roles, especially for manager roles and above, and to offer flexible working options to both men and women. We remain committed to reducing our gender pay and bonus gaps.

 

Access the PDF here