Okta 2025 Ireland Gender Pay Gap Report

At Okta, we periodically monitor and make adjustments to our pay practices in an effort to better align our talent strategy and the current market, as well as to support our employees in achieving their full potential.

In line with that effort and as required by the Gender Pay Gap Information Act 2021 and the Gender Pay Gap Information Regulations 2022, Okta is publishing the findings of its Irish Gender Pay Gap Report, based on the criteria established.

This report covers the following number of relevant employees in Okta Ireland Limited:

The hourly gender pay gap is not the same as equal pay for equal work analysis. The gender pay gap is the difference in men and women’s compensation on an aggregate basis without adjusting for role, level, seniority or performance, or any other factors.

The hourly gender pay gap numbers represent the difference between the mean and median hourly remuneration of employees of the male gender and that of employees of the female gender expressed as a percentage of the mean hourly remuneration of employees of the male gender.

• The mean pay gap compares the average pay between relevant employees, both men and women, across Okta Ireland.
• The median pay gap compares the earnings of the middle employee for one group (employees of the male gender) to the middle employee in another group (employees of the female gender).

A positive percentage on the mean or median hourly gender pay gap shows that women have lower pay than men. A negative percentage shows that men have lower pay than women. A zero percentage shows that there is equal median or mean pay between men and women.

• The median hourly pay gap between women and men in Okta Ireland sits at 9.49%
• The mean pay gap between women and men in Okta Ireland is 25.16%
• The median hourly gender pay gap for temporary contract employees is -14.83%
• The mean hourly gender pay gap for temporary contract employees is -7.39%

The below table shows the percentage of all relevant employees of the male and female gender in four equal sized groups based on their hourly pay. Pay quarters give an indication of women’s representation at different levels of the organization.

The Participation Gap shows the percentage of men and women who received a bonus and who received benefit-in-kind in the relevant pay period. At Okta Ireland, this is: