AMT Group Gender Pay Gap Statement

Effective Date: 18/01/2022
Last Updated: 09/04/2026

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1. Introduction

AMT Group is committed to promoting fairness, equality, and transparency across all areas of our business. We recognise that a fair and inclusive workplace is essential not only for compliance with legal standards but also for building a strong, motivated, and high-performing team.

This Gender Pay Gap Statement outlines our approach to pay equality, explains how we structure compensation across the business, and reaffirms our commitment to ensuring that all employees are treated fairly regardless of gender.

We believe that all individuals should have equal access to opportunities, progression, and reward based on merit, performance, and contribution.

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2. Understanding the Gender Pay Gap

The gender pay gap refers to the difference between the average earnings of men and women across an organisation. It is calculated by comparing the mean and median earnings of all male employees against all female employees.

It is important to distinguish between:

• Equal Pay: Paying men and women the same for the same or equivalent work

• Gender Pay Gap: The overall difference in average earnings across the entire workforce

A gender pay gap does not necessarily indicate unequal pay for equal work, but rather differences in workforce composition, role distribution, or seniority levels.

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3. Our Business Structure and Pay Model

AMT Group operates across two primary service areas:

• Cleaning services (commercial and residential)

• Recruitment and staffing services

Our pay structures are designed to be simple, transparent, and role-based.

Cleaning Services

• Team members are paid fixed rates per job or standardised hourly rates

• Pay is determined by job duration, complexity, and scope

• Rates are applied consistently regardless of gender

Recruitment Services

• Employees are compensated based on role, experience, and performance

• Commission structures are performance-driven and applied equally to all staff

• There is no variation in commission or salary structure based on gender

Across both areas of the business, we apply a consistent and fair approach to compensation.

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4. Our Position on Pay Equality

AMT Group is committed to ensuring that:

• Men and women are paid equally for the same or equivalent work

• Compensation structures are based on objective criteria

• No employee is disadvantaged based on gender

We do not operate different pay scales for individuals performing the same role. Any variation in earnings is based on legitimate factors such as experience, performance, or role responsibilities.

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5. Workforce Composition

As a business operating in cleaning and recruitment industries, our workforce composition may naturally vary.

For example:

• Cleaning roles may have a higher representation of female team members

• Operational or leadership roles may have different gender distributions over time

These variations can influence overall average earnings across the organisation but do not reflect unequal pay practices within the same roles.

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6. Recruitment and Hiring Practices

We are committed to fair and unbiased recruitment processes:

• All job advertisements are gender neutral

• Selection is based solely on skills, qualifications, and suitability

• Hiring decisions are made without discrimination

We aim to attract a diverse pool of candidates and provide equal access to opportunities across all roles.

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7. Career Development and Progression

AMT Group supports the growth and development of all employees.

We aim to ensure that:

• Opportunities for promotion are open to all team members

• Training and development are accessible regardless of gender

• Performance is recognised and rewarded fairly

We encourage progression within the company and aim to support employees in advancing their careers.

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8. Monitoring and Internal Review

We are committed to ongoing monitoring and continuous improvement.

This includes:

• Reviewing pay structures periodically to ensure fairness

• Monitoring hiring and promotion trends

• Identifying any potential gaps or inconsistencies

Where issues are identified, we take appropriate steps to address them.

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9. Legal and Regulatory Compliance

AMT Group operates in accordance with Irish employment law and relevant equality legislation.

We are committed to:

• Complying with all applicable regulations

• Maintaining accurate and transparent records

• Adapting our policies as legal requirements evolve

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10. Commitment to Diversity and Inclusion

Beyond pay, we are committed to fostering an inclusive workplace culture.

This includes:

• Promoting respect and equality across all teams

• Supporting diversity in hiring and leadership

• Creating an environment where all employees feel valued and supported

We recognise that diversity strengthens our business and improves the quality of our services.

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11. Our Commitment Going Forward

AMT Group will continue to:

• Maintain fair and transparent pay structures

• Promote equality across all areas of the business

• Regularly review and improve our practices

• Ensure that all employees are treated with respect and fairness

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12. Contact Us

If you have any questions regarding this statement or our approach to gender pay equality, please contact us:

AMT Group
Email: info@amtgroup.ie
Phone: 01 823 6249
WhatsApp: 083 057 2556

 

This Gender Pay Gap Statement reflects AMT Group’s commitment to fairness, transparency, and responsible business practices in line with GDPR principles and Irish employment law.