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Gender Pay at Audley Travel

‘Audley Travel’ Gender Pay Gap Report 2020 – UK

Here at Audley Travel we’re passionate about fairness, equity, inclusion and creating the right opportunities for everyone.

We now have our third Gender Pay Gap Report, for the snapshot date of 4th April 2020 for ordinary pay (which includes basic salary, city weighting and any regular allowances), and the period 5th April 2019 to 4th April 2020 for bonus and commission payments.

How is Gender Pay defined?

The Gender pay Gap is an equality measure that shows the difference in average earnings between men and women.

The Gender Pay Gap isn't the same as Equal Pay. Equal Pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value.

Audley Gender Pay Gap Reporting

Our Gender Pay Gap Report looks into the difference between the earnings of men and women working at Audley and the figures within the report help us pinpoint where to focus our gender pay efforts.

The number of employees categorised as relevant and used in the reporting of ‘Bonus Pay Gap’ statistics was 630 employees.

352 employees were classified as full pay relevant employees and were used in the reporting of ‘Hourly Pay Gap’ Statistics. The reason this is a lower figure is because employees who are on reduced pay due to absence (e.g. furlough, maternity, sabbatical etc) are not required to be included in the data submission.

Outcome of the Report

Our pay gap has started to narrow from 2017 – it is now 17.7% (mean) and 16.9% (median). However, our pay gap shows that men are still paid, on average, more than women.

There is a slightly higher percentage of women earning a bonus (almost 72.2% of females received a bonus in 2020 v 71.8% of males) although men earnt higher bonus payments which has impacted our bonus results.

Our 2020 mean bonus gap is 21.3% and median gender bonus gap is 2.9%

Some Statistics…

Our workforce is divided into 4 equal sized groups based on their hourly rate to show the % of men and women in each band, with A including the lowest paid 25% of employees (the lower quartile) and D covering the highest paid 25% of employees (the upper quartile).

In order for there to be little or no gender pay gap, there would need to be the same ratio of men to women in each quartile band. (For example, an organisation with a high ratio of men to women in Band D is likely to have a gender pay gap, as is an organisation with a high ratio of women to men in Band A).

Within Audley, in April 2020, we had a predominance of women in the lower two quartile pay bands(A&B) and in the highest quartile (D) there were more men.

Six key metrics…

The six metrics legislation requires us to report on are the following:

1. The mean gender pay gap - 17.7%

2. The median gender pay gap - 16.9%

3. The percentage of:

- male employees receiving a bonus is 71.8%

- female employees receiving a bonus is 72.2%

4. The mean gender bonus gap is 21.3%

5. The median gender bonus gap 2.9%

6. The percentage of males and females in each pay quartile band is:

Percentage of males and females in each pay quartile ban
BandDescriptionMalesFemales
 DIncludes all employees whose standard hourly rate places them in the upper quartile59.1%40.9%
 CIncludes all employees whose standard hourly rate places them in the upper middle quartile46.6%53.4%
 BIncludes all employees whose standard hourly rate places them in the lower middle quartile34.1%65.9%
 AIncludes all employees whose standard hourly rate places them in the lower quartile30.7%69.3%

Progress so far… plus actions to address the Gender Pay Gap.

Since publishing our first Gender Pay Gap Report in April 2018, we have introduced a reward grading system and salary benchmarking process which has enabled us to analyse our data for all salary and bonus decisions and ensures consistency in decision making. One consideration for review in the future is the introduction of a bonus scheme for all employees in the future.

Through a refreshed approach, we have a number of new initiatives within our hiring and attraction strategy which includes addressing the imbalance of women in more senior roles and encouraging the hiring of males into some of our lower graded salaried roles.

In conjunction with our ESG goal of developing female leadership within Audley we have set clear goals on hiring females for leadership roles in functions such as Technology and Finance. We will also consider external initiatives which focus on finding and developing female talent into industries such as Finance and Technology which are typically male dominated.

One of the key developments post the Covid 19 Pandemic, is the introduction of ‘Smart Working’ which will be a key differentiator now for promoting more flexible working arrangements. This allows us to focus on supporting those returning from parental leave and offer and encourage the take up of a wider range of alternative working arrangement options at all levels.

Overall, our aim is to continue to support Audley’s employees to realise their pay potential by ensuring that everyone, regardless of their abilities, disabilities or any differentiator have the right to be respected and appreciated as valuable members of our community. Together with the continuing promotion of justice, fairness, within the procedures, processes and distribution of resources within our organisation.

Our 2018 report is available here