FedEx Ireland Gender Pay Gap Report 2025
FedEx Express is the industry’s global leader, providing rapid, reliable, time-definite delivery to more than 220 countries and territories globally.
A significant factor in our gender pay gap reporting is the gender ratio. Attracting women into the logistics industry generally remains an ongoing challenge. To address this, FedEx has therefore developed the women’s inclusive network - empowering women through coaching, development and confidence building. Through this network and the training, it provides, FedEx wants to not only attract the best talent but ensure that our business is one where women can thrive and proceed right to the highest level.
Externally, we’ve sponsored the everywoman awards and promoted the use of their development platform across all UK based team members. FedEx has nominated inspirational women from across the UK business for these awards. In 2024, one of our team members came away with ‘Women of the Year’ which is the highest level of achievement at these prestigious awards. Our presence at these awards is driving an increased interest in the industry and creating momentum in the development and progression of women in logistics.
The FedEx philosophy of: People, Service, Profit, is at the heart of everything we do. It enables us to make decisions based on our team members’ needs, resulting in more flexible working environments. As we continue to build our longer-term approach to flexible working, we’re focused on ensuring team members have access to flexibility. For example, FedEx employees are readily able to engage with their line manager to determine suitable flexible arrangements which allow for childcare or other caring responsibilities.
Since the first reporting of the gender pay figures in 2024, we’ve seen an improvement and significant progress across all aspects of the gender pay results. We’re confident this will continue. We are also closely monitoring the European Pay Transparency Directive to ensure that FedEx is proactive in addressing any and all obligations it may have in relation to gender pay gap reporting.
Data as at 30.06.25
| Relevant Pay Employees | All Employees | Full-Time employees | Part-Time employees | |||
|---|---|---|---|---|---|---|
| Number Female | 68 | 27% | 51 | 23% | 17 | 55% |
| Number Male | 188 | 74% | 174 | 77% | 14 | 45% |
| TOTAL | 256 | 225 | 31 | |||
| Mean Hourly Pay | Median Hourly Pay | ||
|---|---|---|---|
| Hourly Pay Gap (all employees) | -2.70% | Hourly Pay Gap (all employees) | 0.98% |
| Hourly Pay Gap (Part-Time employees) | -11.77% | Hourly Pay Gap (Part-Time employees) | -5.04% |
| Hourly Pay Gap (Temporary employees) | n/a | Hourly Pay Gap (Temporary employees) | n/a |
| UPPER QUARTILE | All employees | % |
| Female | 19 | 29.69% |
| Male | 45 | 70.31% |
| TOTAL | 64 | |
| UPPER MID QUARTILE | ||
| Female | 11 | 17.19% |
| Male | 53 | 82.81% |
| TOTAL | 64 | |
| LOWER MID QUARTILE | ||
| Female | 16 | 25.00% |
| Male | 48 | 75.00% |
| TOTAL | 64 | |
| LOWER QUARTILE | ||
| Female | 22 | 34.38% |
| Male | 42 | 65.63% |
| TOTAL | 64 |
| Poportion of Male and Female receiving Bonus | Poportion of Male and Female receiving BIK | ||
|---|---|---|---|
| Number Female | 64.71% | Number Female | 89.71% |
| Number Male | 61.17% | Number Male | 70.74% |
| TOTAL | 62.11% | TOTAL | 75.78% |
| Mean Bonus Pay | 35.11% | Mean BIK Pay | 11.04% |
| Median Bonus Pay | 6.76% | Median BIK Pay | 1.66% |
The proportion of male and female full-time employees in each quartile is expressed as a percentage. There is no requirement to show this information for part-time or temporary employees.