Travel Republic Limited Gender Pay Gap Report 2017

SUMMARY

From 2017, we as an organisation are required to publish and report specific figures about our gender pay gap in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Accordingly, this report sets out the required information about our gender pay gap as it stood at 5 April 2017.

Within the UK, the following employing entity is covered within this report:

  • Travel Republic Limited (“Travel Republic”)

Travel Republic is part of dnata World Travel Limited and provides comprehensive travel services for individuals, companies and the travel trade.  We manage everything from business and incentive travel to worldwide tour operations.

As an inclusive employer, diversity is a fundamental principle which underpins our operations.

GENDER PAY GAP INFORMATION

The gender pay gap information that we are required to publish includes:

  1. mean gender pay gap in hourly pay
  2. median gender pay gap in hourly pay
  3. mean bonus gender pay gap
  4. median bonus gender pay gap
  5. proportion of males and females receiving a bonus payment
  6. proportion of males and females in each pay quartile

* Calculation methods are in accordance with the governments requirements: https://www.gov.uk/guidance/gender-pay-gap-reporting-make-your-calculations

 RESULTS

  1. Mean Gender Pay Gap in Hourly Pay
Mean male hourly rate

 

Mean female hourly rate

 

Difference Mean Gender Pay Gap in Hourly Pay
Travel Republic £23.81 £16.62 £7.19 30.2%
  1. Median Gender Pay Gap in Hourly Pay
Median male hourly rate

 

Median female hourly rate

 

Difference Median Gender Pay Gap in Hourly Pay
Travel Republic £19.58 £14.31 £5.28 26.9%
  1. Mean bonus Gender Pay Gap
Mean average male bonus Mean average female bonus Difference Mean bonus Gender Pay Gap
Travel Republic £7,672.69 £4,387.18 £3,285.52 42.8%
  1. Median bonus Gender Pay Gap
Median average male bonus

 

Median average female bonus Difference Median bonus Gender Pay Gap
Travel Republic £4,272.97 £3,973.20 £299.77 7.02%
  1. Proportion of Males and Females Receiving a Bonus Payment during the 12 months preceding 5th April 2017
Male bonus paid

 

Female bonus paid
Travel Republic 30.17% 53.03%
  1. Number of Male and Female employees in each quartile of the pay range as a percentage %
Travel Republic
Males Female Description
Band A

Male/Female in quartile

 

Male/Female in quartile as %

 

17 45

 

 

27.42%

 

45

 

 

72.58%

Includes all employees whose standard hourly rate places them at or below the lower quartile
Band B

Male/Female in quartile

 

Male/Female in quartile as %

 

27

 

 

43.55%

 

35

 

 

56.45%

Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median
Band C

 Male/Female in quartile

 

Male/Female in quartile as %

 

25

 

 

40.32%

 

37

 

 

59.68%

Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile
Band D

 Male/Female in quartile

 

Male/Female in quartile as %

 

47

 

 

75.81%

 

15

 

 

24.19%

Includes all employees whose standard hourly rate places them above the upper quartile

FINDINGS

What are the underlying causes of the gender pay gap at Travel Republic:

Under UK law, men and women must receive equal pay for:

  • the same or broadly similar work;
  • work rated as equivalent under a job evaluation scheme; or
  • work of equal value.

We are committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. We have a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above).

As such, we:

  • carry out pay and benefits audits as required; and
  • evaluate job roles and pay grades as necessary to ensure a fair structure.

We are therefore confident that our gender pay gap does not stem from paying men and women differently for the same or equivalent work, rather the gender pay gap is the result of the roles in which men and women work within the organisation.

Across our sector, men are more likely to be in IT-related and senior roles, which attract higher rates of pay. Women are also more likely to work flexibly and many of the jobs that are available across the UK recognise the attraction this has to candidates and in retaining existing staff.

This pattern from the UK economy is reflected in the make-up of our workforce, where most senior management roles are held by men. We have a good representation of women across the brands which can be seen above in the table depicting pay quartiles by gender. This shows that our workforce divided into four groups based on hourly pay rates, with:

  • Band A including the lowest-paid percentage of employees (the lower quartile) and
  • Band D covering the highest-paid percentage of employees (the upper quartile).

For there to be no gender pay gap, there would need to be an equal ratio of men to women in each Band.

COMPARISONS

How does our gender pay gap compare with that of other organisations?

The mean gender pay gap for the whole economy (according to the 2016 Office for National Statistics (ONS) Annual Survey of Hours and Earnings (ASHE) figures) is 17%, while in the Travel agency, tour operator and other reservation service and related activities industry it is 24%.

2017 Travel Republic 2016 ONS

Travel agency, tour operator and other reservation service and related activities

 

Mean gender pay gap 30.20% 24%
Median gender pay gap 26.94% 24.1%

*source= Sic07 Industry (4) SIC2007 Table 16.12 Gender pay gap 2016: https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/datasets/annualsurveyofhoursandearningsashegenderpaygaptables

WHAT ARE WE DOING MOVING FORWARD?

At Travel Republic we recognise that having a balanced and diverse workforce is something we are proud to have but this can be a complex journey and is not one single process or project.

We will continue to regularly undertake reviews of pay, bonus and commission policies as well as undertaking training for managers on recruitment and ensure that our advertising and attraction methods are not biased towards any gender.

We are committed to doing everything that we can to reduce the gap. However, we also recognise that our scope to act is limited with individual’s career and life choices.

A new Head of People and Culture role at Group level has been created and will help ensure that People and Culture remain at the forefront of employees, managers and Directors agenda.

We recognise that it may take several years before we see an impact on the gap within our business but we are committed to working towards this both in our business and the wider industry.

I, Andy Washington, CEO, confirm that the information in this statement is accurate.

Date: 15/03/17