Founded in 1818 by Charles and Jeremiah Chubb, we have been protecting people and assets worldwide for more than 200 years.  

At Chubb, we are driven by a powerful purpose – to be the number one trusted partner to protect the world’s most valued resources – people, property and assets. 

We are a market leader in fire safety and security solutions, providing products and services from fire extinguishers and CCTV systems to inspections, risk assessments, and remote monitoring, to businesses across a variety of industries in a broad spread of global locations.  

In Ireland, our 710+ employees within our regional branches protect our customer’ sites, supported by a network of highly skilled engineers and our Alarm Receiving Centre. 

And we don’t stop there. Our service teams keep systems and equipment in peak condition to ensure the safety and security of people, property and assets. And through our connected remote services, our customers have complete confidence in their protection with more direct, immediate and easy connectivity with Chubb, 24/7/365.    

Why does Chubb have to report? 

In Ireland, we employ more than 50 employees, and under the Gender Pay Gap Information Act 2021 we are required to provide a gender pay gap report for our business. 

What is a gender pay gap? 

The gender pay gap represents the difference in the average hourly wage of men and women across our workforce. 

What must the gender pay gap report disclose? 

• the difference in mean hourly pay between male and female employees (full-time, part-time and temporary employees) 

• the difference in median hourly pay between male and female employees (full-time, part-time and temporary employees) 

• the difference in mean bonus pay between male and female employees 

• the difference in median bonus pay between male and female employees 

• the proportions of male and female employees who were paid bonus pay 

• the proportions of male and female employees who received benefits in kind 

• the proportions of male and female employees in each quartile of their pay distribution 

Information must be based on data from a snapshot date of June.  

Employers have 5 months from the snapshot date in which to publish the information on their website. 

At the snapshot date, 21 June 2025, Chubb Ireland employed 157 full pay relevant employees, of which 140 (89%) were male and 17 (11%) were female. 

% Males & Females 

% Males & Females in each quartile 

% Males & Females receiving bonus pay  

The fire safety and security industries are heavily male-dominated (especially for field positions), employ a greater proportion of men than women and Chubb reflects this with 89% of our workforce being male.  

Over the long term, we will play a role in changing this – through partnerships in our communities, with schools, and with our union – to attract greater interest in our industry from people of all genders and backgrounds. We will continue to take actions that make our industry attractive to females, through supporting career progression, and, if appropriate, reducing pay disparity between male and female employees. 

Our gender pay gap is not a result of paying males and females differently for the same or equivalent work. It is due to males and females working in different roles with different pay and benefits. 

Chubb is on a journey to ensure that every team member is included, feels a sense of belonging, and is psychologically safe so that they can grow, thrive and lead. We are working hard to build a culture in which all employees see and believe that the investment we make in leadership development opportunities is an investment in them and embrace those opportunities accordingly. 

We believe that:​ 

• Everyone is a Leader ​ 

• Everyone should have the opportunity to develop as a Leader ​ 

• We each own our development ​ 

• Leadership is the single biggest differentiator between average and excellent ​ 

• Leaders develop Leaders​ ​ 

To this end, we will continue to take actions including: 

• Increasing the number of women in leadership, technical and operational roles 

• Embedding our DE&I and Wellness strategies and communities 

• Ensuring the effectiveness of our Policy Review Committee 

• Continuing to expand on our talent programs including individual development plans, apprenticeships, management & leadership programs, mentoring & coaching 

• Developing hiring strategies aimed at attracting female applicants 

• Conducting our talent review and succession planning process which identifies internal female talent 

Our ambition is to be the number 1 people-first public company, and we want Chubb to be a workplace where everyone belongs and thrives.​