Telecoms company eir said it has reduced its gender pay gap to 7.18%, a reduction from last year's gap of 11.2%.
The figures are contained in the company's second Gender Pay Gap Report, which was published today.
It said a number of factors contributed to the gender pay gap, including a higher percentage of male employees working in specialised engineering roles to build and maintain physical infrastructure and IT networks.
These men have an average tenure of nearly 30 years, which contributes to higher salaries.
Eir's workforce is 78% male and 22% female, while its senior management team is 54% female and 46% male, today's report shows. Its leadership team is 65% male and 35% female.
It said it has increased the level of recruiting women from 30% in 2016 to to 36% this year.
The company said that as women continue to be generally underrepresented in STEM education and jobs, it also started an apprentice programme to help build a more diverse pipeline of talent.
In recent years the company has placed a much greater emphasis on attracting more women into these roles.
It was also one of the first companies in Ireland to provide both a fertility policy, which gives paid time off to employees undergoing fertility treatment, and a pregnancy loss policy, which provides paid leave to employees who have experience a loss of a pregnancy.
The company also offers supports for employees relating to menopause and domestic violence.
Eir said it continues its progress in closing the gap through enabling more women to progress to senior levels in the company with targeted development opportunities where there are areas of underrepresentation.
Today's report also notes that the gender pay gap does not affect all parts of the organisation.
In many areas of the business there is gender pay parity, including at customer operations and senior management levels.
Eir is led by a gender balanced senior management team, with two-thirds of its commercial teams led by women.
Oliver Loomes, eir's chief executive, said the company is committed to ensuring that its workforce continues to reflect the diversity of modern Irish society for generations to come.
"The tremendous success we have had in achieving a major reduction in our gender pay gap over such a short period proves the old adage true: what gets measured gets managed," the CEO said.
He said the company's success is driven by the performance of its people and maintaining an inclusive and diverse workplace is therefore key to that success.
"Equal opportunity for women and other under-represented groups is a vital part of our growth as a business and a society, and I have seen first-hand the benefits that diversity of thought and experience has in ensuring richer and more informed decision-making," he added.
Organisations across Ireland have been reporting their gender pay gaps throughout December.
On Monday, RTÉ reported a median gender pay gap of 13.03% in favour of men, which reduces to 6.79% when roles with overtime are excluded.
The broadcaster said it has a mean, or average, gender pay gap of 11.55% which reduces to 10% when roles with overtime are excluded.
Dublin City Council has a mean gender pay gap of 4.8%, the ESB reported an average gender pay gap of 10.9%, while An Post recently reported a zero gender pay gap for the second year in a row.
The national gender pay gap in Ireland is estimated to be 11.3%, according to Eurostat figures from 2019, compared to an EU average of 13%.
