As HubSpot’s Culture Code states, we work to be remarkably transparent. That’s why earlier this year we shared the progress we’ve made around pay transparency, including providing access to compensation ranges for all of our employees, anchoring compensation to one predefined major city per country, and publishing compensation ranges for all job postings in the U.S. as the first step in our multi-phased approach to achieving pay transparency globally.
Beginning this year, companies in Ireland with over 250 employees are required to report their gender pay gaps. For HubSpot, this level of transparency is more than just a legal requirement – it’s the right thing to do. Released today, HubSpot’s 2022 Ireland Gender Pay Gap Report shares our gender pay gap statistics for the period from July 2021 to June 2022 and explains the causes of the gaps. The report shows that a gender pay gap and bonus gap does exist in HubSpot Ireland.
Of the 2022 Gender Pay Gap Report, HubSpot’s Chief Sales Officer and Managing Director of EMEA Christian Kinnear said, “Practicing transparency is most important when it’s hard. While we’ve made strides in diversity, equity, and inclusion over the last several years, this data shows we still have a lot of work to do, and that’s not a responsibility we take lightly. Closing the gender pay gap will not happen overnight, but we are committed to making progress on the initiatives and programmes we’ve identified that will drive meaningful, long-term change.”
The 2022 Ireland Gender Pay Gap Report is not about equal pay for equal work. The report is reflective of the mean and median earnings of all male and female employees at all levels. It’s also important to note that Irish law reflects gender binary language and constructs. At HubSpot we are building a company inclusive of all gender identities, so we want to ensure that while the report refers to female and male employees, we acknowledge that our non-binary and transgender employees are a big part of our success as a company and we would be remiss not to reflect our commitment to all gender inclusion.
The gender pay gap is primarily driven by an imbalance in female representation within senior leadership, sales, and engineering roles. We have already started taking steps to narrow the gaps and are committed to building on a variety of existing measures focused on increasing female representation, including:
Investing in new and returning talent by partnering with organizations to encourage women studying STEM subjects to apply for graduate-level roles and expanding our existing return-to-work programme to re-engage talent who have taken career breaks
Ensuring recruitment is fair and bias-free by removing minimum experience requirements on job descriptions, striving for female representation on every panel of interviewers, and ensuring every open role has female candidates
Creating leadership pathways through our mentorship programmes like LeadHER, a community for women at the Director level and above, RISE Mentoring for all HubSpotters who self-identify as a person of colour, and our Women@HubSpot employee resource group
Attracting new female leaders by creating a culture people love and continuing to offer hybrid work options
We’re proud of the progress we’ve made on diversity, inclusion, and belonging over the last six years, but the gender pay gap data shows that our work is far from over. In many ways, it’s just beginning. We will continue to listen to our employees as we further evolve our commitment to creating true equity.
For more information on how HubSpot is narrowing the gender pay gap, see the Ireland 2022 Gender Pay Gap Reporthere.
Originally published Dec 14, 2022 9:30:00 AM, updated January 21 2023