Over 2 million people across Ireland come to TikTok every month. From #BookTok creators helping to send new titles and beloved classics up the best-seller lists, to #FarmTok stars shining a light on rural Irish life, TikTok is in part defined by the sheer variety of content that our Irish community can enjoy.

As an organisation, we want to reflect the diversity of content on our platform in our own workplace, and strive to build an inclusive and equitable environment. One way of measuring our progress is through gender pay gap reporting. This year's analysis includes the thousands of people working* on areas such as safety, privacy and supporting SMBs, and calculates:

  • the difference in mean (the average) and median (the middle value) pay between male and female employees
  • the difference in mean and median bonus pay between male and female employees
  • the proportion of men and women in a set of quartiles segmented according to pay
  • the proportion of men and women who received bonus payments and benefits in kind


Continued progress across both pay and bonus

We have further reduced the gender pay gap, with the mean pay gap nearly halving from 5% in our 2022 report to 2.6% this year. Meanwhile, the median pay gap is now more positive towards women, with female employees in the 2023 analysis earning 0.6% more than their male counterparts; in the 2022 analysis, the median pay for women was 1.4% less than what men earned.

In the 2022 report, female employees' mean and median bonus pay was higher than their male counterparts and this trend continued in the 2023 analysis. The mean bonus pay for women was 2.9% higher than for men (down slightly from 3.4% a year ago), while women also continued to earn a higher median bonus pay than men (up from 0.7% to 2.3% year-on-year).


A balanced workforce distribution

These positive results are in part a result of the make-up of our workforce. As part of the gender pay gap analysis, the total employee population is divided into a set of quartiles based on pay: the upper quartile (the highest); the upper middle quartile; the lower middle quartile; and the lower quartile (the lowest).

As was the case last year, there is a near-equal representation of both men and women within each of these quartiles. Crucially, there is a higher percentage of women in the upper middle quartile, while there is difference of just 1% (weighted towards men) in the upper quartile.

Men also have slightly higher representation in both the lower middle and lower quartiles, which may be a contributing factor in the reduction of both the mean and median pay gap.


Determining the drivers for the bonus gap being more positively weighted towards women is challenging. Notably, bonus pay is determined by a variety of factors, including individual performance, job level, base pay and the mix of pay. One potential factor for this gap is the relatively even distribution of men and women across all quartiles, with limited differences in representation except for in the higher earning upper middle quartile (3.8%).

As a final note, 100% of both male and female employees received benefits in kind.


Priorities for the future

While these results are once again extremely encouraging, we will keep focusing on key initiatives across talent attraction, internal mobility and professional development as we strive to be the most inclusive and equitable organisation that we can be.

*between July 1 2022 to June 30 2023