About us: 

The Menlo Park hotel is an Irish family-owned business comprising of 81 bedrooms with a restaurant and Bar. The Hotel was opened on 12th June 1998 by Mr. Paddy Francis and his son, Mr. John Francis. Situated on the outskirts of Galway City, on the Headford Road, a wealth of history surrounds the site and the immediate area and is considered part of the City Gaeltacht.

We aim to foster a working environment where all employees can operate in a safe, open and trusting environment, having respect for each other. We embrace diversity in the workplace and are committed to ensuring equal opportunities for all our staff.

 

Our Culture & Values

  • Teamwork and open communication
  • Respect for everyone
  • Diversity and inclusion
  • Zero tolerance for discrimination of any kind

 

Our Mission

We’re here to make life better—for our guests and our team. We focus on:

  • Helping our team to grow personally and professionally
  • Creating a positive, supportive workplace

 

Reporting Period: 

This Gender Pay Gap Report reflects payroll data as of 27 June 2025, covering the 12-month period from 28 June 2024 to 27 June 2025.  This reporting covers two different minimum wage levels. Employees who are on sick leave are included in the report. Employees on unpaid leave, such as career breaks, who have received no pay during the reporting period are included in the headcount, but not included in the report.

Gender Pay Gap Results (Hourly Pay)

Mean Hourly Gender Pay Gap: 6.39% (men earn more)

Median Hourly Gender Pay Gap: 2.87% (men earn more)

No Bonus Pay & Benefits in Kind were paid to Male or Female employees.

 

Pay Quartiles (Gender Representation)

Lower Quartile (Q1):               Female 72.0%              Male 28.0%

Lower-Middle Quartile (Q2)   Female 58.3%              Male 41.7%

Upper-Middle Quartile (Q3)   Female 58.3%              Male 41.7%

 Upper Quartile (Q4)                Female 47.8%              Male 52.2%

 

Summary of Findings

Our gender pay gap is modest and reflects distribution of roles and working patterns across departments. Our analysis confirms that the reported pay gaps are due to structural factors—such as the concentration of staff in certain roles, experience levels, and working patterns—and not unequal pay for equal work.

The gender pay gap reflects:

  • High proportion of women in part-time and frontline roles. More women hold part-time positions, which affects pay averages.
  • Both genders hold managerial and supervisory positions with more female managers working shorter weeks.
  • Fewer women in higher-paid leadership roles with a high proportion availing of flexible working arrangements
  • Variations in shift allocation, tenure and seniority

 

Actions to Address the Gap

We have launched several initiatives aimed at increasing pay equity:

  • Career Progression Initiatives Expanding mentorship and promotion pathways for female staff
  • Department-Level Audits Annual review of gender distribution and pay fairness by department
  • Transparency and Monitoring Ongoing tracking of pay by gender and publication of yearly reports

 

Commitment to Equality

We are committed to promoting pay equity and will continue to monitor role distribution, career progression, and recruitment practices to ensure fair representation and reward across all levels. We are committed to fostering an inclusive and equitable workplace.