ABOUT US

Macroom Motors was established in 1971 by Donal Lehane, Micheal McSweeney and John O'Farrell

Macroom Motors began operating as a Toyota Franchise in 1975 and proudly continues to do so as one of the largest dealers in the country. John Lehane is currently the Managing Director of the company.

Macroom Motors always strive to provide excellent value to our many loyal customers, which is reflected in our very competitive prices. We also aim to provide the highest standard of service for our customers, both in sales and aftersales. Macroom Motors have consistently been in the top bracket in customer satisfaction surveys.
As well as being one of the largest sellers of new and used vehicles (passenger and commercial) in the country, Macroom Motors also offer full service facilities, including an NCT bay for pre NCT tests and a fully equipped Body repair shop.

Macroom Motors were recently awarded " Top Aftersales Performer" from Toyota Ireland for their excellent Aftersales Service

Snapshot Date: 30 June 2025

1. Introduction

Macroom Motor Services Ltd. (“MMS”) is a motor services provider operating within the Irish automotive sector. MMS is committed to fostering a fair, equitable, and inclusive working environment. In accordance with the Gender Pay Gap Information Act 2021, this report outlines our gender pay data as of the snapshot date of 30 June 2025.

On this date, MMS employed 94 staff, comprising 76 male (81%) and 18 female (19%) employees.

2. Gender Pay Gap Results

Mean Pay Gap

The mean gender pay gap is –2.1%. This indicates that, on average, female employees received 2.1% more pay than male employees.

Median Pay Gap

The median gender pay gap is 7.6%. At the centre of the pay distribution, male employees earned 7.6% more than female employees.

3. Bonus Compensation

All MMS employees received a bonus during the reporting period.

Mean bonus gap: 20.9%

On average, male employees received a 20.9% higher bonus than female employees.

This outcome reflects business areas in which male staff are more concentrated in roles traditionally eligible for higher bonuses, including tenure-linked or performance-based schemes.

4. Gender Distribution Across Pay Quartiles

The proportions of male and female employees across pay quartiles are as follows:

Upper Quartile: 76% male, 24% female

Upper Middle Quartile: 88% male, 12% female

Lower Middle Quartile: 74% male, 26% female

Lower Quartile: 83% male, 17% female

The distribution indicates a higher concentration of male employees in senior and upper-middle roles, while female representation increases within the lower-middle quartile.

5. Interpretation of Results

The mean pay result demonstrates strong representation of women in roles attracting higher average pay within the organisation. The median gap, however, is influenced by the structural composition of the workforce, where mid-level and upper-middle positions continue to be predominantly occupied by male employees.

The bonus gap reflects differences in organisational role, level of responsibility, and service duration, all of which influence bonus values. Increased representation of women in senior roles will be critical to narrowing this differential over time.

6. Commitment to Equality and Inclusion

MMS recognises that gender equality is integral to sustainable business performance, culture, and talent development. We remain committed to ongoing actions including:

• Recruitment Diversity: Maintaining unbiased hiring practices and promoting female applicants across technical, administrative, and management roles.

• Career Development: Providing structured training programmes and career progression opportunities accessible to all employees.

• Monitoring and Review: Conducting regular reviews of pay, promotion pathways, and workforce demographics to ensure fair treatment and inclusive growth.

• Workplace Culture: Supporting an environment that encourages participation, retention, and advancement of women within the automotive sector.

7. Conclusion

Macroom Motor Services Ltd. will continue to actively monitor gender representation, reward practices, and progression opportunities. We are committed to long-term initiatives that support equality and help build a more balanced workforce at all levels of the organisation.