An Post has reported a zero Gender Pay Gap for 2025 for the fifth consecutive year, continuing its record of progress on pay equity and inclusion.
Figures published in the company’s 2025 Gender Pay Report show a mean hourly gender pay gap of minus 4.85 per cent in favour of females, compared to minus 2.8 per cent in 2024. The median hourly gender pay gap stands at 0.93 per cent, up slightly from 0.7 per cent the previous year.
Since 2019, An Post says it has made consistent progress in improving gender balance across its workforce of approximately 10,000 employees. Female representation in traditional entry level postal delivery roles increased by 1 per cent in 2025 to 16 per cent, marking a 3 per cent rise since 2021. The company also reported a notable increase in the number of women applying for team leader and supervisory roles nationwide.
Many of these applicants have taken part in An Post’s Aspire and Elevate programmes, which are designed to support the development of female talent and help frontline managers build the skills needed to progress within the organisation.
Women in mid management roles increased to 42 per cent during 2025, up 2 per cent on the previous year and 6 per cent since 2021. The proportion of women in senior management roles remained steady at 47 per cent, representing an increase of 13 per cent since 2021.
During 2025, 14.6 per cent of female employees received a performance related bonus, compared to 13.4 per cent in 2024. While women received lower bonus payments than men, with a mean pay gap of 2.36 per cent and a median gap of 5.44 per cent, An Post said these figures have narrowed significantly since 2021 as gender balance at senior levels has improved.
Commenting on the report, Eleanor Nash, Chief People Officer at An Post, said:
After seven years of reporting and implementing a broad range of initiatives to promote gender balance, we are seeing steady progress and greater awareness across the business. An Post’s priority remains developing all our people and equipping them with the skills to reach their full potential in an inclusive environment.
She added:
Diversity is key to our future success and in 2025 we unveiled a new DEI strategy built on three key pillars: Accountability & Leadership, Inclusive Recruitment & Retention, and Continuous Advancement. Embedding inclusivity into our culture requires leaders to consistently role model inclusive behaviours in their everyday work. The fact that 300 An Post managers completed inclusive Leadership training in 2025 demonstrates our commitment to this strategy.
The company also launched a new Talent Attraction campaign in 2025 aimed at encouraging more diverse candidates to apply for roles within An Post. The campaign places particular emphasis on increasing applications from women for entry level and supervisory roles, while highlighting opportunities for career progression for people at all stages of working life.
Through the An Post Institute, employees are supported to upskill and develop throughout their careers, with a focus on lifelong learning, digitalisation and the use of AI to enhance services. An Post works in collaboration with partners including EY, University College Dublin, HPC and Clear Strategy as part of this approach.
This week also sees the launch of An Post’s new Reproductive Health Policy, which sets out support for employees experiencing a wide range of reproductive health issues, including menstrual health, pregnancy loss, fertility, surrogacy and male reproductive health. In addition, the company is rolling out a new customised digital diversity, equity and inclusion learning programme across the organisation.
An infographic showing the key 2025 metrics may be viewed at: www.anpost.com/GenderPay2025
