Taoglas Gender Pay Gap Report 2025 – Ireland

About Taoglas

Taoglas is a trusted provider of antennas, advanced IoT components, and custom design services that help customers navigate complex RF and wireless systems and bring connectivity solutions to market. Since its foundation in 2004, the global company has expanded its capabilities to include engineering design, in-house testing, and pre-certification services. Taoglas is committed to continuous innovation, customer service, and quality that delivers long-term peace of mind.

Taoglas Gender Pay Gap Reporting

This report relates only to Taoglas Limited in Ireland. Taoglas employs over 300 people globally, but the figures below reflect our Irish workforce exclusively, as required by Irish legislation.

Legislative Context

Under the Gender Pay Gap Information Act 2021, organizations in Ireland are required to report on their hourly gender pay gap across a range of metrics. These include:

• Mean and median hourly pay gap for full-time and part-time employees.
• Proportion of men and women receiving bonuses.
• Mean and median bonus gap.
• Proportion of men and women receiving benefits in kind (if applicable).
• Distribution of men and women across pay quartiles.

Employers must take a snapshot of their workforce on a specified date. For Taoglas Limited (Irish entity), the snapshot date was 30 June 2025, and this report was published on our website on Friday, 28 November 2025.

Our Results 

As of 30 June 2025, Taoglas Limited’s Irish workforce comprised 50 full-time employees, with women representing 30% (15 employees) and men 70% (35 employees).

This gender disparity is largely driven by our engineering team, which reflects the well-documented underrepresentation of women in STEM fields.

We are pleased that the mean gender pay gap is 0.4%, indicating that average pay levels for males and females across Taoglas Limited are closely aligned. The median gender pay gap is higher at 31%. The difference between the mean and median reflects the distribution of males and females across different functions within the business. A greater proportion of males work in higher-paid technical and specialist areas.

All employees were eligible for a bonus at the snapshot date. The mean gender bonus gap is –23.5%, indicating that, on average, females received higher bonus payments than males during the reporting period. This is driven by the fact that females eligible for higher bonus percentages have a greater impact on the overall female mean bonus figure compared to the larger male employee population. The median gender bonus gap is 23%. This is linked to our median gender pay gap noted above, with a greater proportion of males work in higher-paid technical and specialist areas. 

All employees are eligible to join the company’s health insurance plan.  

Quartile Pay Bands

Percentage of male and female employees in each quartile of hourly remuneration.

Females comprise 30% of Taoglas Limited’s Irish workforce in 2025. The distribution across pay quartiles is relatively consistent with this overall gender balance, with female representation ranging from 23% to 33% across all four quartiles.

Closing the Gap

At Taoglas, we are committed to fostering an inclusive and diverse workplace where everyone has equal opportunities to thrive. While our mean gender pay gap is very small, we recognise that the median gap reflects the underrepresentation of women in technical and specialist roles, which are typically higher paid. We remain focused on improving gender representation across the organization over time, including increasing the number of females entering technical and specialist career paths.