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Travelling towards a better future

Unleashing potential

2030 Goal: Diverse representative team at all levels, 95% Inclusion & Engagement & 15% progression


Every people manager has training on core areas including mental health, DEI & menopause
An inclusive recruitment process
Diversity data & reporting available
25% reduction in Gender Pay Gap 2025

The HX Trip

Holiday Extras only thrives if our people thrive. By creating an inclusive environment where everyone can be their true self, we'll give our team the best chance to unleash their potential and make a difference inside and outside of the company.

Everyone at Holiday Extras is a 'good times maximiser'. We help our customers have the best holiday experience every single trip, but this also extends to the experience of our team. Maximising the moments (big or small) that make a difference during their Holiday Extras journey – the 'HX Trip'.

By having a diverse team, we can create better solutions for our customers, business and team. So our goal is to have a diverse team across all levels of the organisation. To make this happen we have an action plan focussed on Diversity, Equity & Inclusion, with a whole range of initiatives.

Read on to see how we're making Holiday Extras a more inclusive place to work.


A cruicial step in building a truly inclusive and diverse team is to look at how we bring new talent into the business, where and how we advertise roles, and making sure our recruitment process gives every candidate the chance to put their best foot forwards.

Our recruitment team has been working hard to understand every candidate's experience better. We've sent onboarding questionnaires to new starters, reviewed the wording on our job ads, explored new job boards, created a robust scoring system for our managers with unconscious bias training and put together guidance on best practice.

Up next, we're launching a candidate survey to get more insight into our talent pool and their needs, so we can continue to evolve and improve our recruitment process.

Careers @ HX

So everyone can reach their full potential, it's important we have clear career pathways for every role.

Recently we've shared salary benchmarking levels with everyone and now add pay ranges to every role advertised. We've updated our career pathways to make sure they're up to date with levels and benchmarking and this transparency will help our team understand their earning potential and what they need to do to develop through the levels.

We have also recently agreed specific progression metrics which we will measure and review regularly so we can track what progression looks like at HX and where changes can be made to ensure everyone has the opportunity to grow and develop their careers.

Pay @ HX

Our pay principles are to pay fairly and transparently inline with external benchmarking which is reviewed regularly. Everyone's pay is reviewed annually against core consistent performance criteria.

It's important to Holiday Extras to pay fairly aligned with the cost of living. The Living Wage is an hourly rate that is independently calculated each year, and we're proud to track our minimum wage in line with this.

Disability Confident Employer

We're proud to be a certified Disability Confident Commited Employer. Disability Confident is a movement encouraging employers to think differently about disability and take action to improve how they recruit, retain and develop disabled people.

Being a Disability Confident Employer is a unique opportunity for us to lead the way in our community, discover incredible talent and support our existing employees to truly live our value of 'Be The Best Version of You'.

We recently worked with The Diversity Trust to carry out an accessibility audit of our Kent campus to ensure the buildings are accessible to all and offer an inclusive and welcoming environment. We plan to create an action plan based on the recommendations covering quick wins and longer term projects to continue to improve our workplace.

Personal growth

We want everyone to have the opportunity to grow and develop, in whichever way is important to them. So we have an annual Learning & Development budget that anyone can access to supercharge their skills.

It's also our mission to make sure everyone across the business has personal development goals as well as everything they need to achieve them, level up on their knowledge and unleash their potential.

Last year, we arranged for every HXer to take part in Me:Connect, an opportunity for everyone in the business to attend our workshop and discover their super strengths. Each HXer used this time to set their own personal development goals and coach/mentor others in how these could be achieved.

Flexible working

We all have lives outside of work and flexibility is important – this has always been part of our culture. With quiet areas where you can get your head down, places to collaborate as well as plenty of outdoor space, we understand that life doesn't always fit into a 9-5 schedule. At Holiday Extras, you can have the best of both worlds - a successful career and a balanced life. We're not a 'clock in, clock out' organisation. If you need the flexibility to work from home on occasion, start later or leave earlier, as long as it works for your team, it works for us.

Enhanced Parental Leave

Time is precious and time with family is the most precious of all. All our employees who have been with Holiday Extras for 2 years or more* are entitled to up to 12 months parental leave with the first 13 weeks paid at the enhanced rate of 100% salary and the next 13 weeks paid at 50% salary. We also offer enhanced Secondary Carer Leave at 100% pay for 2 weeks if you've been at Holiday Extras for more than 1 year.

*prior to their Expected Week of Childbirth or date of matching

We're also doing more internally to raise awareness around the benefits of Shared Parental Leave, a scheme which helps eligible parents to combine work with family life and provides more choice in how two parents can care for their child. We are doing this by offering Q&A sessions discussing real-life examples and sharing helpful resources and guidance.

Mental health first aiders

It's time to break the taboos around Mental Health. We empower our team to speak up if they are struggling and support our People Managers to have great conversations by giving them the best tools and the best training. That's why all of our People Managers will receive MHFA accredited training through Changing Minds Kent by the end of 2023.

There's also a network of extra Mental Health First Aiders across the business who can offer support to anyone in the team experiencing symptoms and signpost them to helpful resources.

To show our commitment to working towards better mental health in the workplace, we recently signed the Mindful Employer charter to make sure we continue to do what we can to support our team's mental wellbeing.

Menopause Workplace Pledge

Recently we signed the Menopause workplace pledge to demonstrate our commitment to making sure Holiday Extras is a supportive and understanding place for employees going through the menopause.

Our goal is to normalise conversations about the menopause and to recognise it as a workplace issue. We've held several sessions open to all to drive awareness and understanding of the perimenopause and menopause and its associated symptoms and impact to those experiencing it.

We now have over 20 Menopause Champions trained by Henpicked and will ensure all people managers have attended menopause training by October 2023. In January, we ran our very first Men Only Menopause Awareness Session to allow everyone in the business to find out more.

#IAmRemarkable Workshops

#IAmRemarkable is a Google initiative empowering women and other underrepresented groups to celebrate their achievements in the workplace and beyond.

We're lucky enough to have several trained facilitators at Holiday Extras who run internal workshops, helping our team learn the importance of self-promotion and challenge the social perception around it.

In the true nature of inspiring and sharing, our awesome trainers have also run sessions externally for Saga Group and Women in Tech – a leading organisation in bringing inclusion, diversity and equity to the STEM industry.

HX champions

Anyone at the Holiday Extras can sign up to become a HX Champion. Our champions are a group of enthusiastic sustainability advocates that help us drive our sustainability mission forwards using their own experiences, expertise and feedback. So far, they have supported with local careers fairs, launched a Veganuary event internally to raise awareness and have come up with some creative ideas to help embed our strategy.

HX Communities

Our employee network groups aim to bring key themes back to the business so meaningful changes can be made to improve the experiences of every HXer.

Women @ HX

A space for women to share experiences, raise challenges and discuss topics around working at Holiday Extras. The aim is to find common themes and to work together on actions that will improve our working environment.


Our group welcomes all members of the LGBTQ+ community and allies that work at Holiday Extras. We share stories, inspiration, ideas and discuss topics in a safe and inclusive environment. We recently hosted our first Pride BBQ, complete with music, plenty of food and loads of fun.

The 'M' word

The 'M' word is our support network for anyone experiencing perimenopause or menopause symptoms. We run regular focus sessions and recently hosted British Menopause Society Registered specialist Teresa Davison, who ran a workshop with advice on coping with the menopause.

Invisible disabilities

A safe space for anyone in the team living with an invisible disability to discuss concerns, share experiences and get help and guidance from others.

Inclusion and belonging survey

To help us understand the employee experience from different perspectives we've introduced a yearly Inclusion and Belonging survey, in addition to our twice yearly Engagement Check In.

The survey focuses on seven themes we know negative stereotypes impugn marginalised groups and can prevent all employees from achieving their full potential, but also where optimism and focus in these areas can lead to new pathways for innovation and growth.

  • Inclusion
  • Equity (recognising that not everyone starts from the same place, some have advantages, while others have disadvantages)
  • Growth
  • Decision making
  • Diversity
  • Voice
  • Contribution to a broader purpose

The data from these surveys will help shape our Diversity, Equity and Inclusion action plan.

Gender Pay Gap Reporting

Each year we report on our Gender Pay Gap. This is based on the difference between the average hourly pay rate for all men and the average hourly pay rate for all women. It is not about equal pay, which is paying people different amounts for doing the same job which is a legal requirement as per the Equality Act 2010.

We've pulled this data into our core people data so we can review on an ongoing basis and use it to help check and challenge decisions.

We have work to do to achieve our goal of being a diverse organisation representative at all levels of the organisation. All the work we have done so far and plan to do will contribute towards making this happen and reducing our gap.

Read the report

Our Diversity, Equity and Inclusion action plan

We're pleased with the progress we have made, but there is still lots to do and it remains a big priority for us. Right now we're focussing on...

  • Reviewing how we attract and recruit new talent
  • Collecting and reviewing diversity data to see where we are now and create next steps
  • Continuing our Unconscious Bias workshops
  • Making sure all people managers get Mental Health training to continue to support their teams
  • Introducing Menopause Training and recruiting champions in this space
  • Looking at how we better support those taking Parental Leave
  • Running 'Maximise Good Days' sessions with different groups to understand what a good day means to them and how we can overcome blockers that impact this
  • Reviewing our work environment to make sure it's accessible to all and is a space where everyone can thrive
  • Updating career pathways for every role, so everyone knows how to progress and grow
  • Bringing awareness to other cultural holidays
  • Looking at ways we can improve our customer journey, ensuring diversity is authentically represented and our website is accessible to all

Our 4 sustainable goals

Climate action

Our commitment to reduce our carbon footprint

Find out more

Leave only footprints

Our commitment to helping our customers and people travel and live sustainably

Find out more

Unleashing potential

Our commitment to developing a purpose led diverse and inclusive team, unleashing potential for everyone

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Inspire & share

Our commitment to giving back to our communities and inspiring future generations

Find out more