Gender Pay Gap Report – Phibro Animal Health

Only applicable to Phibro Sligo, Ireland Site
Reporting Year: 2025

 

Introduction

At Phibro, we are committed to creating an inclusive and equitable workplace. This report provides transparency on pay differences between men and women across our organization and outlines actions we are taking to address any gaps. In June 2025, 54% of our employees were female and 46% were male. Our results show a mixed, but overall positive picture of gender representation and pay outcomes across the company. Our goal is to have a workplace where pay is fair, opportunities are accessible to all, and every individual has the conditions needed to thrive.

Scope and Methodology

This report covers all employees as of the 30th of June 2025. Calculations are based on: 

  • Mean and Median Hourly Pay Gap
  • Bonus Pay Gap
  • Proportion of Men and Women Receiving Bonus Pay
  • Distribution of Men and Women Across Pay Quartiles

Gender Pay Gap Results

Metric                                                 Mean                                 Median

Hourly Pay Gap                                 -6.3%                                  -8.0%

Bonus Pay Gap                                  6.6%                                  -2.9%

Proportion Receiving
Bonus (Men)                                      39.3%

Proportion Receiving
Bonus (Women)                                 45.5%

Proportion Receiving
Benefit in Kind (Men)                         78.6%

Proportion Receiving
Benefit in Kind (Women)                   75.8%

Pay Quartiles

Quartile                                             Men (%)                 Women (%)

Lower                                                43.8%                     56.3%

Lower Middle                                     60%                        40%

Upper Middle                                     40%                        60%

Upper (Highest)                                 40%                        60%

What Do These Results Mean?

  • Our hourly pay gaps indicate that, on average, women earn slightly more than men, reflecting strong female representation in higher-paid roles.
  • The bonus pay gap suggests that a small number of higher-value awards went to men.
  • The difference in proportion of women and men receiving a bonus is primarily due to the company’s bonus eligibility rules, as employees who join later in the fiscal year are not eligible to receive a bonus until the subsequent fiscal year.
  • Benefit-in-kind is broadly similar for both groups.
  • These results suggest that while pay is broadly balanced, there is still an opportunity to improve gender representation in higher-paying roles.

Our Commitment

  • Reviewing and maintaining pay equity and bench marking our performance with industry standards.
  • Providing equal opportunities for career development and progression opportunities to all employees.
  • Ensuring fairness, consistency, and balance throughout our recruitment and promotion processes.
  • Encouraging employee feedback and input to help shape and enhance future initiatives.

Final Statement

We remain committed to fostering a workplace where equity, inclusion, and opportunity are at the forefront of what we do. While this year’s results highlight positive progress in several areas, we recognize there is still work to be done. We will continue to review our practices, act transparently, and focus on meaningful improvements that support an inclusive workplace where everyone can thrive. If you have any questions about this report, please contact HR in Phibro, Ireland.