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Gender Pay at Audley Travel

Audley Travel Gender Pay Gap Report 2018

We’re passionate about fairness, equality, inclusion and opportunity for everyone at Audley. We now have our second Gender Pay Gap Report, for the snapshot date of 5th April 2018 for ordinary pay (which includes basic salary, city weighting and any regular allowances), and the period 5th April 2017 to 4th April 2018 for bonus and commission payments, which will help us understand where those gaps are and ensure that we’re thinking about what we can do to reduce them.

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. It’s unlawful to pay people unequally because they are a man or a woman.

The Gender Pay Gap shows the differences in average pay between all men and women, irrespective of the job they do. This is expressed as a percentage of men’s earnings, e.g. women earn 20% less than men. 

Audley Gender Pay Gap

Our Gender Pay Gap Report looks into the difference between the earnings of men and women  working at Audley.

The figures that came out of the report , which you can see below, help us pinpoint where to focus our gender pay efforts. We have a good gender balance at Audley and we know that we offer equal pay for doing equivalent jobs across our business.

However, we do currently have a gender pay gap at Audley, which is slightly higher than the national average of around 18%. Our pay gap shows that men are paid, on average, more than women and also that men earn higher bonus payments. We think this is largely due to two things: we have fewer women than men at senior level; and fewer men than women in more junior roles.

We have a predominance of women in the lower two quartile pay bands, although the higher two quartile pay bands are more evenly balanced between men and women. 

The number of people reported in 2017 was 432. Of these, 171 (40%) were men and 261 (60%) were women. In 2018 we reported on 578 people, 222 (38%) were men and 357 (62%) were women.

The six metrics legislation requires us to report on, and the numbers for Audley, are:

1. The difference in the mean pay of full-pay men and women (those people who are paid their normal pay in the relevant period), expressed as a percentage:

In 2018 this was 22.8% compared to 25.6% in 2017


Mean pay of full-pay men and women


Mean pay of full-pay men and women


2. The difference in the median pay of full-pay men and women, expressed as a percentage:

In 2018 this was 20.0% compared to 25.6% in 2017


Median pay of full-pay men and women


Median pay of full-pay men and women


3. The difference in mean bonus pay of men and women, expressed as a percentage:

In 2018 this was 50.0% compared to 38.1% in 2017


Mean bonus pay of men and women


Mean bonus pay of men and women


4. The difference in median bonus pay of men and women, expressed as a percentage:

In 2018 this was 38.7% compared to 41.8% in 2017

NB: The timing of bonus payments shifted from April to March, which means that two bonus payments were made in the period 5th April 2017 to March 2018, amplifying the % gap.


Median bonus pay of men and women


Median bonus pay of men and women


5. The proportion of men and women who received bonus pay (this includes commission):

In 2018 this was 72.5% men and 69.2% women compared to 74.8% men and 62.9% women in 2017


72.5% men, 69.2% women


74.8% men, 62.9% women


6. The proportion of full-pay men and women in each of four quartile pay bands:

Full-pay men and women

The figures set out above are based on data supplied by Audley Travel and have been calculated using the standard methodologies set out in the Equality Act 2019 (Gender Pay Gap Information) Regulations 2017.

Since publishing our first Gender Pay Gap Report in April 2018, we’ve been updating our People Strategy with clear actions that we believe will help reduce that gap. These include:

  • Nurturing and supporting Audley’s strong pipeline of future female talent via the launch of the Leadership Development Programme; 
  • Promoting more flexible working arrangements;
  • Ensuring our recruitment suppliers/agencies provide diverse candidate lists;
  • Encouraging more women into senior positions and more men into junior positions.

The impact of these actions will be more noticeable in next year’s Gender Pay Gap Report, but we can see there has already been a positive shift from 25.6% to 22.8 % in the average hourly pay gap.

What else can we do?

  • Raise awareness of the Audley brand potentially to bring more men in at the lower levels and more women at the high levels.
  • Continue to nurture and support our future female talent pipeline by introducing the Management Development Programme.
  • Create a transparent succession plan for key roles and ensure it's supported by clear development plans.
  • Focus on support for returners from parental leave.
  • Offer and encourage the take up of a wider range of alternative working arrangement options at all levels.

Our aim is to continue to support Audley people to realise their pay potential irrespective of gender, and we look forward to updating this report through the coming months.