Gender Pay Gap Reporting Ireland

At Boston Scientific, equal pay for equal work is rooted in our values and is foundational to fostering an inclusive workplace. Since 2017, we have regularly completed a company-wide salary third-party analysis to ensure all employees are paid fairly and equitably. In 2023, we again reported no statistically significant pay disparity for 99% or greater of our employees across gender globally, and across all Boston Scientific employees in Ireland.

Paying employees fairly and competitively are cornerstones of our long-standing global compensation planning practices. Sustaining market competitiveness and pay equity requires constant measurement and attention, so we regularly conduct comprehensive audits, analyses and company-wide benchmarking of salaries to identify and eliminate disparities. Equal pay alone is not enough. We continue to educate our people and update our policies to address biases, support equitable career opportunities for all employees, and foster a culture where everyone feels valued and included.

The gender pay gap considers two metrics, the median and the mean pay gap results. It is different from ‘equal pay’, which is to ensure that women and men doing comparable work receive equal pay. The gender pay gaps reported for our Irish workforce primarily stem from representation, with more men occupying senior positions.

We are committed to taking action to improve the balance of men and women in senior leadership roles, which is a factor in gender pay imbalances in our organisation.

Diversity, equity and inclusion (DE&I) in our organisation means engaging people of all cultures, ethnicities, gender identities, backgrounds, experiences, orientations and beliefs, and empowering all to share their ideas and perspectives. Focusing on innovation and enabling career development upholds our core values. It can lead to our greatest breakthroughs for patients around the world.

Since 2018, we’ve set and shared aspirational goals focused on improving the diversity of talent in our leadership roles, with a focus on women and multicultural representation. Our aspirational goals are an indicator of progress, but our primary focus is placed on developing impactful programmes and initiatives across our strategic imperatives.

In 2023, we developed a future-focused career framework that outlines clear paths for career progression and informs the measurement of our DE&I goals and progress into the future. Moving forward, we will continue to hold ourselves accountable with long-range aspirational goals through 2030.

In Ireland, as across the company, we have several initiatives in place aimed at encouraging and supporting more women to apply for and succeed in leadership positions. For example,

• The company provides manager training to strengthen coaching and development of all employees and expanded our education on workforce inclusion. This includes unconscious bias training for all our people leaders to help them recognise and minimise bias and engage in more open and honest conversations with employees.
• Boston Scientific continues to build a pipeline of women through development programmes, succession planning, inclusive recruiting and mandatory consideration of a pool of diverse candidates for open leadership roles. We also run dedicated sponsorship programmes for women, including the EXCELerate Programme, and mentoring systems for women run across Galway, Cork and Clonmel. 
• Regarding our inclusive recruitment strategies, hiring managers and interviewers are also trained to refrain from asking about pay history during the hiring process to help mitigate against continuing any potential gender pay inequalities.
• Boston Scientific sponsors employee resource groups that foster a diverse and inclusive work environment. This includes EmpowHER network, which is aimed at supporting the empowerment and advancement of women. Active in each of our Irish sites – Galway, Cork and Clonmel – the network provides opportunities that help foster  valuable connections. It organises employee events and engagement activities with the aim of advocating for women as well as engaging allies and the broader community.
• The company offers a variety of benefits and services to support life/work integration, including sabbaticals, and promotes a culture of flexibility about where and when employees perform their work. Our three sites in Ireland accommodate hybrid working arrangements, allowing employees where possible the flexibility to work from home up to two days per week.