Gender Pay at Audley Travel 2024
Gender Pay Gap Report UK – April 2024
Introduction
At Audley Travel, we are committed to fostering an inclusive and diverse workplace where everyone is treated fairly and has the opportunity to thrive.
As part of our commitment to transparency and accountability, we have reviewed our latest UK Gender Pay Gap results in line with government reporting requirements. Our results show that our pay gap has reduced slightly compared to the previous year and we have a higher number of men who receive a bonus.
Having invested time to fully understand the reasons for this gap, we are aware of the key factors which contribute to this gap. This includes a higher population of women at Audley (as of April 2024, 69% female/31% male) and our females remain the highest (82%) in the lower pay quartile where the roles are predominantly administrative/support. That said, we are pleased to see we have a higher number of women (52%) who fall in the upper pay quartile.
Our commitment to reducing the gap remains unchanged. We will continue to take meaningful steps to support this, including recruitment, female leadership, succession planning, career pathways and reviewing our policies to ensure they are inclusive.
From how we attract and recruit potential employees, to the way we culturally instil our commitment to fairness, equity and inclusion across all aspects of our business, we are confident we can make meaningful change for the better.
Nick Longman
Chief Executive Officer
Our Results
Audley’s gender pay gap metrics are calculated using employee data from 5 April 2024. This date is used as a ‘snapshot’ of our employee population, consisting of 685 employees of whom 69% were female, 31% were male. The gender pay gap looks at ordinary pay (which includes basic salary and any regular allowances e.g. monthly commission/bonus), and the bonus pay gap looks at bonus and commission payments for the 12-month period from 6 April 2023 to 5 April 2024.
Our mean gender pay gap is 24.5%, compared to 25.9% in 2023.
Our median gender pay gap is 25.5%, compared to 34.8% in 2023.
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, although it is reassuring to see we have an almost equal ratio of women and men in the upper pay quartile (D), we have a predominance of women in all other pay quartiles, as shown in the following chart:
Our mean bonus pay gap is 37.5%, compared to 33% in 2023.
Our median bonus pay gap is 35.3%, compared to 46.4% in 2023.
In 2023/2024, 68.8% of women received a bonus (a YOY increase of 19%) compared to 80.3% of men.
Our 2023 report is available here (published in April 2024).
Our 2022 report is available here (published in April 2023).