Our 2024/2025 Ireland Gender Pay Gap Report

Inspiration starts with inclusion

At Pinterest, our mission is to bring everyone the inspiration to create a life they love. When we say everyone, we mean everyone. We know that inspiration starts with inclusion. Each month, over half a billion people around the world come to Pinterest to discover what they love. We are proud of our place in the market as the creator of an inclusive, positive and safe space on the internet for our users, and we are equally proud of how we engage with our workforce both in Ireland and around the world. 

Creating belonging is core to our mission and everything we do. At Pinterest, we are committed to fostering inclusion by ensuring employees are appropriately rewarded for their contributions. We focus on ensuring pay equity. In this report, we’ll examine a distinct but related concept, which is the Gender Pay Gap.

Pay equity vs gender pay gap

Pay equity is about ensuring that employees who perform comparable work are paid similarly. Pinterest is an equal pay employer and takes regular steps to ensure that employees are being paid fairly and equitably, regardless of gender or any other protected category.

Compensation at Pinterest includes fixed and variable pay and may include base pay, incentive compensation and equity. In a dynamic workplace, maintaining pay equity requires vigilance and ongoing monitoring. Twice a year, we analyse compensation and make adjustments when necessary to continue to stand by this very important commitment.

The gender pay gap is very different and is best thought of as a measure of representation. A gender pay gap is the output of a statistical calculation comparing the average figures for both the pay and the bonus of women compared to men. It does not involve comparing like with like to assess equity. 

In this report, we’ll discuss Pinterest’s gender pay gap in Ireland, based on criteria established by the Irish government. This is the fourth Irish Gender Pay Gap Report to be published by Pinterest. We are encouraged by progress we are making and benchmark positively against our peers in Ireland, and we also acknowledge that there is always more that we can do. We will continue to identify opportunities to improve our efforts and will continue to engage transparently on our compensation practices along the way. More detail on our 2025 results and our analysis of the driving factors behind the results are set out below.

Our 2024/2025 gender pay gap results¹

Interpreting the data: Overview of the results

Women are well represented in Sales, in particular at senior levels. For example, the leader of our International Sales organisation is a female executive based in Dublin. This differentiates Pinterest as compared to other comparable organisations in Ireland, where Sales is largely a male dominated function. 

At a macro level, across our entire company, over 50% of both our Executive Team and managers are female. We also recently announced the appointment of two senior female sales figures to lead our UK & Southern Europe teams.

Mean pay gap: Our Mean Pay Gap has significantly decreased from 15.2% to 4.9%. We note the following:

• The Mean Pay Gap is significantly impacted by outliers and can fluctuate year on year accordingly.

• In 2025, we increased the number of women in our most senior levels of Director, Senior Director and VP. Whilst these numbers are small, because these are highly paid roles and because our Irish workforce is small, the impact of these hires is significant, thus reducing our Mean Pay Gap from 2024.

Bonus pay gap: Our Bonus Pay Gap has decreased from 27.3% in 2024 to 13.3% in 2025.

The same factors that drove the reduction in our mean pay gap—an increased female representation in our most senior levels- also affects the bonus gap.

Median pay & median bonus gaps: Our Median Pay and Bonus Gaps have increased. Much of the cause of the increase can be attributed to the growth of our Engineering department. Headcount has grown a lot since our last report: from 22 to 37. This is a male dominated function: 30 out of 37 roles are held by men and this impacts our gaps.

Benefits and bonus: We would like to acknowledge that men and women are equally benefitting from our market-leading benefits packages and that all employees received some form of bonus this year.  

Progress on measures during 2025

Interview training: We strengthened our global interview training and offered managers additional education to support our commitment to consistent and equitable recruitment practices.

Networks: We have developed a robust strategy focused on building a pipeline of talent from a broad range of career backgrounds, skillset and experience. Our hiring teams directly build these relationships and we work with external partners to broaden our reach. Highlights:

• Pyladies: In the first half of the year we held a PyLadies Dublin networking event in our offices with over 30 attendees joining us for an evening of learning and networking.  PyLadies is a community‑led, international network that supports and promotes women and gender‑minority Python developers. Events centered on inclusive meetups, workshops, study groups, and mentorship programs to help people learn Python, contribute to open source, and build professional networks, with ties to the broader Python ecosystem.

• D2 Collective: We continued our relationship with The D2 Collective - a global, values-driven membership community for people across tech using their members platform and job board to promote open roles. The community builds meaningful connections through curated events, workshops, and an online directory, with chapters hosting regular gatherings in cities including Amsterdam, Dublin, London, Barcelona, Milan, Lisbon, New York, and Stockholm. Founded by two women who met in Dublin’s “D2” tech district, D2 creates a safe, inclusive space for women to connect, share experiences, and collaborate on gender equity in tech. We’ve hosted a D2 event previously and remain closely connected with their network.

• Women in Tech Ireland: We also joined this group in March. Women in Tech Ireland empowers and supports women in technology through professional development, mentorship, and networking. It connects people across technical and non‑technical roles, offering access to mentors, coaches, peers, and resources spanning web development, digital communications, data science, and AI.

• Connecting Women in Technology: Connecting Women in Technology (CWIT) is a network of over twenty Irish based technology companies with a shared mission to attract, retain and promote women in the technology sector. Our recruiting team has been connected with CWIT since 2018.

• Black Girls in Tech Ireland’s Awards Gala (Sponsor): This organisation aims to provide a community to Black women in tech and those who want to get into tech all over Ireland. Multiple employees attended the gala, and  helped select award winners.

Internal employee support:

• Women@ Open up, Level up Event

• Women's Circles: What are Circles? Circles are groups of 5-7 Pinployees who meet once a month for an hour for 6 months. They’re a space for women to share their stories, build support and learn from each other. Our goal is to help women build meaningful relationships with a specific group of women, and grow together in your career and your life over time. We make sure every Circle represents a mix of orgs, teams and time spent at Pinterest. 

Commitments for 2026 

Our commitment to Pinflex: Pinflex is a core part of what makes Pinterest so special. We recognise the value of empowering individuals to have flexibility in how they get their work done by balancing flexible remote work with in-person interactions. We know this enables those with caring commitments to continue to thrive at work and get the flexibility and support that they need to stay in the workplace. We will continue to support this working model whilst balancing business needs.

Networking opportunities: We will continue to focus  on creating more opportunities for women in tech to connect and grow. Following the appointment of Mirjam Wattenhofer as a Distinguished Engineer in our Zurich office, we are partnering with Women in Tech to host a networking event  to foster community and share career opportunities at Pinterest

Attend Davos Summit to build talent pipeline: As part of our partnership with Women in Tech, we will hold an event at Davos 2026, which will aim to further drive female representation within our organisation.

Leverage data and feedback from employees (including "Count me In" data): We will capitalise further on this data and leverage feedback so that we can ensure that Pinterest's direction as a business is informed by the voices of our people.

Pinterest thought leadership events: We will host a Dublin recruiting event aligned to business initiatives and hiring needs. Pinterest will manage it end to end, set the content, lead the discussion, and curate an inclusive attendee list focused on priority profiles. The agenda will also include networking so candidates can meet hiring teams and recruiters and explore careers at Pinterest.

Enhancing managers capabilities: We plan to support managers through inclusive leadership resources and education focused on inclusive hiring and management.

In closing, addressing the gender pay gap remains a critical part of fostering inclusivity and equity at Pinterest. While we acknowledge the progress made since last year, we recognize that there is still work to be done. We are committed to implementing the strategies outlined in this report to continue narrowing the gap and ensuring that every employee feels valued and equitably rewarded for their contributions at Pinterest. We are dedicated to maintaining transparency and accountability as we move forward and will continue to share our progress, challenges, and milestones in supporting our goal of closing the gender pay gap.