2017 Gender Pay Gap Report

Transcription

1 2017 Gender Pay Gap Report

2 TRAVELOPIA 2017 GENDER PAY GAP REPORT 2 Message from Andy Since joining Travelopia on the 20 th March 2018 I have been brought up to speed with the work carried out within the businesses on the Gender Pay Gap Report (the Report ). The Report has been based upon a data snapshot taken in April 2017 and I am aware of the work carried out to date in reviewing the trends and data that sit behind the Report. Travelopia Holdings Ltd and its group companies aim to ensure that employees are treated equally at work at all times, across all levels of seniority and locations. This means making sure that they have the same opportunities for recognition, reward and career development. As is the case with a number of other large UK companies, we do have a gender pay gap. However our median gender pay gap is slightly lower than the national average (as per figures from the Office for National Statistics for 2016). Our data overall reflects broader UK trends whereby a larger proportion of male employees occupy senior roles. Whilst this gap may be attributable to wider working norms, my initial reaction is that this Report nonetheless shows that we still have a lot of progress to make in bringing gender balance to our workforce, particularly at the most senior levels. Our findings are also influenced by the patterns across our part time workers. Of the 12% of our population that work part time, 95% are female. Given that the type of roles that part time workers fulfil are not always eligible for a bonus, and the bonus gap is calculated according to actual bonuses received (rather than full time equivalent figures), this affects our overall results. I have been told that there are many examples of supporting flexible working within the group, but there is also a recognition that there is more we could do in some areas to ensure that all of our employees, regardless of gender, are aware of these opportunities. Together with the senior team, I am committed to working with our employees and partners to address our gender pay gap across the group, and welcome the government requirement for companies to publish their data on an annual basis. We hope that it will encourage open and honest conversations and further our commitment to promoting equal opportunities for all at all levels. Realistically, narrowing the gap will take time. However, we are committed to updating and reviewing our data in order to focus on the trends and learnings that can be acquired. In particular I will encourage all our leaders to continue to tackle the root causes of imbalance by working to eliminate any unconscious bias in our systems, processes and policies and to foster a culture of inclusion at every level. Although I have only been with the company a few weeks, I do want to spend more time understanding the trends sitting behind the Report to ensure that we identify where improvements can be made. I can confirm that the gender pay gap data contained in this report for Travelopia Holdings Limited and its group of companies in the UK is accurate and has been produced in accordance with the guidance on managing gender pay developed by the Arbitration and Conciliation Service (ACAS). Andy Duncan, CEO

3 Increasing seniority TRAVELOPIA 2017 GENDER PAY GAP REPORT 3 Our Findings The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 require UK employing entities with 250 or more employees on 5 April 2017 to publish details of their gender pay and bonus gap on the UK Government s website. The Travelopia group includes several employing entities but only one of these - Travelopia Holdings Ltd - meets the above stated reporting criteria. The results for this entity alone (provided at pg. 6 of this document) will be published on the UK Government s website. However, with this report we have also chosen to voluntarily publish the consolidated data for all UK group companies. We believe that this data (found at page 4), which encompasses double the number of employees, is more meaningful and representative of our UK organisation. What does the gap mean? Although we are confident that we have equal pay for work of equal value and our pay and bonus practices are fair and unbiased, we do have a gender pay gap. At 17.1% our median pay gap is slightly lower than the national median gap (stated at 18.1% by the Office of National Statistics) and is largely driven by the unequal distribution of men and women across differing roles within the company. Although overall approximately 60% of our employees are female, they are less likely to be employed at senior levels than our male employees. Our results suggest that more junior roles with lower salaries and bonus potential tend to be occupied by females, with men tending to occupy a larger proportion of the more senior roles. Our data overall reflects broader UK trends whereby a larger proportion of male employees occupy senior roles. 17.1% Median gap in hourly pay 29% Median gap in Bonus pay Proportion of male and female employees by seniority We ve seen that trends like these are common across the UK labour force and likely reflect deeper cultural norms regarding family life. This being said, it is not a position that we are comfortable with. We recognise that we have a responsibility to help address this issue by working together to ensure that our female colleagues are receiving the same opportunities for development, progression and support as their male co-workers. Striving to foster a culture where people can be themselves at work, regardless of their gender or any other attribute or choice, will ensure that we create a workplace that is as diverse as the travel experiences we offer and the customers we serve.

4 TRAVELOPIA 2017 OUR GROUP DATA 4 The information below relates to the consolidated data for all employees working for UK Travelopia Group companies. Mean and Median Pay and Bonus Mean Median Gender Pay Gap 30.7% 17.1% Gender Bonus Gap 58.2% 29% Proportion of Men and Women in each pay quartile Lower Lower Middle Proportion of Men and Women receiving a bonus Number of Men and Women in each pay quartile Mean and Median Gender Pay Gap (average) and median (middle) hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees. Mean and Median Bonus Gap (average) and median (middle) bonus pay paid to male relevant employees and that paid to female relevant employees. Bonus pay includes incentive and commission payments, profit sharing and share incentives. Bonus Proportion relevant employees who were paid bonus pay during the relevant period. Quartile Pay Bands Upper Middle Upper Key: Female Male full-pay relevant employees (part and full time staff receiving their regular salary in the month to April 2017) in the lower, lower middle, upper middle and upper quartile pay bands.

5 TRAVELOPIA 2017 OUR GROUP ACTIONS 5 Recruitment We aim to recruit from the widest possible talent pool. Our inclusive Recruitment policies and training help our hiring managers ensure that our job adverts are gender neutral and inclusive, and encourage applicants from all walks of life. We commit to: Providing training opportunities for all hiring managers in developing neutral and inclusive job adverts and recruitment practices that avoid unconscious bias Advertising all vacancies with the possibility of flexible working Guaranteeing an interview for all internal applicants Employee Support We already have in place a number of family friendly policies which our employees can access via our intranet and we re proud to support flexible working and career break opportunities across the group. However we also recognise that there is more that we could do to help support our employees through challenging periods, such as becoming a new parent, and promote a fulfilling work life balance: We are joining Working Forward, a nationwide campaign by the Equality and Human Rights Commission, with the goal of making our workplaces the best they can be for pregnant women and new parents. You can find out more about Working Forward here We also commit to doing more to promote the benefits of flexible working to all our employees regardless of gender or parental status, and the opportunities on offer for shared parental leave Development We have a hugely talented and valued body of female employees, but we are always looking to do more to accelerate their career progression and ensure that they are receiving the same opportunities as their male co-workers. We already have a diverse range of learning and development programmes on offer, but we need the help of every one of our leaders in developing our talent pipeline. We commit to: Expanding our business updates to include our female leaders in order to promote them as role models for our female leaders of the future Continuing to strive towards more gender balance in leadership roles, for example by promoting more gender balanced shortlists

6 TRAVELOPIA 2017 STATUTORY DISCLOSURE 6 Below are the figures we are obliged to report and these have also been published on the Government s Gender Pay Gap reporting website. This data relates solely to those employees who are directly employed by Travelopia Holdings Limited and does not include any of the other companies within the Travelopia Group. Mean and Median Pay and Bonus Mean Median Gender Pay Gap 35% 29.5% Gender Bonus Gap 75% 53.5% Proportion of Men and Women in each pay quartile Lower Lower Middle Proportion of Men and Women receiving a bonus Number of Men and Women in each pay quartile Mean and Median Gender Pay Gap (average) and median (middle) hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees. Mean and Median Bonus Gap (average) and median (middle) bonus pay paid to male relevant employees and that paid to female relevant employees. Bonus pay includes incentive and commission payments, profit sharing and share incentives. Bonus Proportion relevant employees who were paid bonus pay during the relevant period. Quartile Pay Bands Upper Middle Upper Key: Female Male full-pay relevant employees (part and full time staff receiving their regular salary in the month to April 2017) in the lower, lower middle, upper middle and upper quartile pay bands.

7 As with many businesses, we have a way to go to address our gender pay gap, but with the help of all of our employees we will continue to focus on building a more diverse workforce and inclusive culture at Travelopia. Travelopia Holdings Ltd, Origin One, 108 High Street, Crawley RH10 1BD