Gender Pay Gap Report Ireland 2025 November 28th 2025
Introduction
At EssilorLuxottica, we are committed to diversity, equity and inclusion (DE&I). This includes valuing diverse perspectives, creating an inclusive culture and treating all employees with dignity and respect. This is reflected in both our Global DE&I Policy as well as in our Code of Ethics.
The gender pay gap represents the percentage difference in average hourly pay between men and women across an organisation. It is important to note that this is not the same as equal pay for equal work, which is a legal requirement under Irish equality legislation. Instead, the gender pay gap highlights differences in representation across roles and levels, which can influence overall pay averages.
Gender pay gap reporting is a legal requirement under the Gender Pay Gap Information Act 2021. It aims to increase transparency, promote accountability, and encourage meaningful action to address gender imbalances in the workplace.
This report includes the reporting for four entities within the EssilorLuxottica Group in Ireland:
Organic Lens Manufacturing OLM Ltd.
Vision Express Ireland Ltd.
Rupp + Hubrach Optik GmbH
Transitions Optical Ltd.
Our approach is guided by our core value: 'We are one, thanks to many'. Diversity and inclusion are at the heart of who we are, and we believe that by embracing different perspectives and experiences, we strengthen our organisation.
Through this report, we aim to provide clear insights into our gender pay gap data, explain the factors influencing these figures, and outline the steps we are taking to reduce the gap over time.
Key Terms and Definitions
Mean Median Hourly Pay Bonus Pay Quartiles BIK
The mean gender pay gap is the percentage difference between the average hourly pay of men and women
The median gender pay gap compares the median hourly pay of the middle-paid woman and the middle-paid man by ranking all employees from highest to lowest pay and taking the middle value
Hourly pay is the total amount an employee earns for each hour worked, including basic pay, bonus and any allowances, before deductions such as tax or pension contributions.
Total bonus earned in the reference period - this includes bonus payments in the form of money and vouchers and relate to productivity, performance or incentive.
Pay quartiles divide all employees into four equal groups based on pay levels. The proportion of men and women in each quartile shows gender representation at different organisational levels.
Includes any non-cash benefit of monetary value provided to a colleague -such as health insurance.
Organic Lens Manufacturing OLM Ltd
Snapshot date: 30 June 2025
Pay Gap Bonus GapPay gap of mean hourly remuneration of all employees
Pay gap of median hourly remuneration of all employees
Organic Lens Manufacturing Ltd. does not employ any part-time workers, and therefore no part-time gender pay gap data is reported for this entity.
Bonus gap of mean bonus remuneration of all employees
Bonus gap of median bonus remuneration of all employees
10.0% 0.8% 24.5% 1.0% Bonus & BIK Recipients Pay Quartile ProportionalityPercentage of population of men and women paid bonuses
88.8%
92.6%
Percentage of population of men and women who received BIKs
88.8%
92.6%
Proportion of Men and Women in each salary quartile
78%
70%
67%
64%
22%
30%
33%
36%
Upper Upper-Middle Lower-Middle
Lower
Understanding the Numbers & Closing the Gap
Organic Lens Manufacturing is reporting a Mean Gender Pay Gap of 9.96% and a Median of 0.81%. We continue to explore how these gaps can be closed further.
The variance in the mean and median range of bonuses is due to the higher proportion of male employees in Senior Management positions within Organic Lens Manufacturing. Some bonus payments includes Quarterly and Annual Bonuses and are open to all employees. Some bonus payments are achieved by attendance targets
Benefit of kind incentives are offered to all employees equally, regardless of gender, once they have completed the mandatory probationary period.
We are committed to pay equity and gender equality in career development, jobs, and compensation. To ensure competitive pay, all EssilorLuxottica entities align on or exceed market rates in their respective
countries. We are committed to address pay disparities while aiming to correct any gaps and track progress over time.
Vision Express Ireland Ltd.
Snapshot date: 30 June 2025
Pay Gap | Bonus Gap | ||||||
Pay gap of mean hourly | Pay gap of median | Pay gap of mean hourly | Pay gap of median | Pay gap of mean hourly | Pay gap of median | Bonus gap of mean bonus | Bonus gap of median |
remuneration of all | hourly remuneration of | remuneration of part | hourly remuneration of | remuneration of | hourly remuneration of | remuneration of all | bonus remuneration |
employees | all employees | time employees | part time employees | temporary employees | temporary employees | employees | of all employees |
10% | 1% | -11% | -1% | -0.5% | 1% | 34% | 9% |
Bonus & BIK Recipients Pay Quartile Proportionality
Percentage of population of men and women paid bonuses
95% 98%
Percentage of population of men and women who received BIKs
17% 29%
Proportion of Men and Women in each salary quartile
Understanding the Numbers & Closing the GapThe median pay gap is close to zero, indicating balanced pay at the midpoint. The mean pay gap is slightly higher at 10%, primarily due to greater male representation in senior leadership roles. The bonus pay gap reflects that the highest bonuses were awarded to members of the Senior Leadership Team, who in this population are both male.
A higher proportion of female colleagues work part-time compared to male colleagues, which results in a negative figure for the part-time pay gap.
We have introduced a performance-based bonus scheme for all colleagues in this population. The colleagues who did not receive a bonus during the reporting period were new starters who joined after the bonus allocation date.
Rupp + Hubrach Optik GmbH
Snapshot date: 30 June 2025
Pay Gap Bonus Gap
Pay gap of mean | Pay gap of median | Pay gap of mean | Pay gap of median | Pay gap of mean | Pay gap of median | Bonus gap of mean | Bonus gap of median |
hourly remuneration of | hourly remuneration of | hourly remuneration of | hourly remuneration of | hourly remuneration of | hourly remuneration of | bonus remuneration of | bonus remuneration of |
all employees | all employees | part time employees | part time employees | temporary employees | temporary employees | all employees | all employees |
13% | 1% | 2% | 0% | 0% | 0% | 30% | 5% |
Percentage of population of men and women paid bonuses
Statement90% 85%
Percentage of population of men and women who received BIKs
10% 6%
Proportion of Men and Women in each salary quartile
Upper Upper-Middle Lower-Middle
Lower
75%
25%
44% 56%
57% 43%
44% 56%
Both Mean Pay Gap and Bonus Gap are a consequence of a higher proportion of men in the upper quartile where Bonuses and pay ranges are higher due to more senior positions
Minimum pay gap when comparing median values due to fairly equal proportion of men and women in the other three quartiles
Health insurance offered to Production Shift Leaders & above who are mostly men - we intend to correct this in the next years
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Disclaimer
EssilorLuxottica SA published this content on November 28, 2025, and is solely responsible for the information contained herein. Distributed via Public Technologies (PUBT), unedited and unaltered, on November 28, 2025 at 14:40 UTC.
