Gender Pay Gap Report 2022 | Audley Careers Hello, world!

Gender Pay at Audley Travel

‘Audley Travel’ Gender Pay Gap Report 2021 — UK

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

We now have our fourth Gender Pay Gap Report, for the snapshot date of 5th April 2021 for ordinary pay (which includes basic salary, city weighting and any regular allowances), and the period 6th April 2020 to 5th April 2021 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 who work full-time hours for the business.

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 460 employees.

434 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., 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% (mean) compared to 19.3% in 2017 and 17.7% last year, and 12.4% (median) compared to 24.3% in 2017 and 16.9% last year. 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 80% of females received a bonus in 2021 v 77% of males) although men earnt higher bonus payments which impacted the overall bonus results.

Our 2021 mean bonus gap is 31% and median gender bonus gap is 17.3%

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 2021, 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 (54.1%) than women (45.9%). 

Six key metrics…

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

1. The mean gender pay gap - 17.0%

2. The median gender pay gap - 12.4%

3. The percentage of:

- male employees receiving a bonus is 77.2%

- female employees receiving a bonus is 79.9%

4. The mean gender bonus gap is 31.0%

5. The median gender bonus gap 17.3%

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 quartile54.1%45.9%
 CIncludes all employees whose standard hourly rate places them in the upper middle quartile37.0%63.0%
 BIncludes all employees whose standard hourly rate places them in the lower middle quartile35.8%64.2%
 AIncludes all employees whose standard hourly rate places them in the lower quartile27.8%72.2%

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.

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 our Band A&B roles. We have recently begun discussions with local colleges and training providers to learn more about hiring and developing apprentices within Audley.

In conjunction with our ESG goal of developing female leadership within Audley, and our ongoing focus on developing our Aspiring Managers and Future Leaders, we are pleased to have launched our internal Rising Stars Programme as a pilot. We will also consider external initiatives which focus on finding and developing female talent into careers 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 is a key differentiator for promoting more flexible working arrangements.

Overall, our aim is to continue to support Audley’s employees to realise their full 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. 

Our 2020 report is available here

Our 2018 report is available here