Our Commitment to Transparency, Equity & Representation

We are proud to share our first Gender Pay Gap (GPG) Report for the period July 2024 to June 2025. At Kitman Labs, transparency and fairness are foundational to who we are, and this report reflects both our statutory obligations under Ireland’s Gender Pay Gap Information Act 2021 and our broader commitment to our “One Team” value.

While this report presents our required analysis for Ireland, we have intentionally taken a more expansive approach: we have included all employees across all regions, providing a truly global view of representation and equity across the company. This allows us to identify the areas where we can make the most significant impact and continue building a diverse, high-performing team.

Understanding Gender Pay Gap vs Equal Pay

It is important to distinguish between these two concepts:

Feature	Gender Pay Gap (GPG)	Equal Pay
Definition	The average difference in hourly earnings between all men and women in the organisation, regardless of role or seniority.	Ensures that employees in comparable roles are paid the same, regardless of gender.
Primary Driver	Representation—in particular, fewer women in senior, higher-paying positions.	Compliance with pay equity laws.
Resolution	Long-term systemic change, particularly through representation and hiring pipeline development.	Can be addressed immediately through compensation review processes.

Key Takeaways

1. Kitman Labs has an equal pay environment.

Our analysis shows that women in comparable roles are paid 1.11% more than men on average—well within expected pay band variation. This confirms that equal pay is not an issue at Kitman Labs.

2. Representation in leadership is aligned with overall representation.

Across regions, representation of women in leadership closely mirrors overall gender representation—an important indicator of equal access to progression.

3. Representation remains our primary challenge and the biggest opportunity for impact.

While our equal pay practices are strong, our broader Gender Pay Gap is driven by under-representation of women across the organisation. This challenge is common in the sports and technology sectors, but it is one we are committed to addressing with focus and intention.

Why the Gender Imbalance

The sports and technology industries have historically low female representation, which affects the availability of women candidates. Nonetheless, we view this not as a fixed constraint, but as an opportunity to lead. We are committed to building stronger pathways for women at every stage of the talent lifecycle.

Gender Pay Gap Data

Our GPG results reflect representation patterns in each region:

Geo	% Women (Overall)	% Women in Leadership	Gender Pay Gap
Ireland	10%	11%	14%
US	29%	25%	6.5%
UK	23%	40%	-5%
Global	17%	18%	5%

As shown consistently across regions and in the charts throughout the report, the Gender Pay Gap correlates directly with representation. Increasing representation of women at all levels—particularly mid-career and senior roles—will lower our GPG over time.

Payment Quartile Analysis

Across the global quartile breakdown, women appear in both the highest-paying and lowest-paying quartiles at above-average proportions. This highlights two opportunities:

1. We already have strong representation of women in high-earning roles. 
2. We can increase upward mobility for women in earlier-career positions.
   
   

Our Action Plan

Addressing gender imbalance is a long-term commitment, but it is one we are intentionally investing in. Our strategy includes:

1. Refining Hiring Practices

Continually improving how we attract, assess, and select talent to ensure equitable, inclusive hiring processes.

2. Strengthening the Talent Pipeline

Expanding graduate and internship programmes that bring more women into sports tech at the earliest stages of their careers.

3. Raising Our Profile

Promoting Kitman Labs as an inclusive workplace through proactive brand presence, PR, and outreach to women in technology and sports science.

4. Building an Inclusive Culture

Creating a workplace where every team member feels welcomed, valued, and supported in doing their best work.

5. Ensuring Equal Opportunity for Advancement

Maintaining transparent, fair progression processes so women and men have equal access to development and leadership opportunities.

6. Engaging with Community Networks

Hosting and participating in women-in-tech meetups in Ireland and the UK to deepen connection to diverse talent pools.

Our Commitment Moving Forward

This report is not an end point—it is part of our journey. While our equal pay environment is strong, we recognise the importance of increasing representation of women across the organisation. We are committed to meaningful, measurable progress and to fostering a diverse and high-performing global team.

We look forward to continuing this work with transparency, accountability, and optimism.