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Gender Pay Gap Report 2021

Snapshot date: April 2021

Understanding our Gender Pay Gap is really important to us. Since our last update we have taken a different approach to reporting so we can better understand what is driving our gap.

We are also looking at the data across our group of businesses rather than just Holiday Extras Limited who reach the 250 headcount requirement.

We have included an update on our actions followed by this year's statutory data.

Update on actions

  1. As of Dec 21 for the full UK group of Holiday Extras' businesses our mean Gender Pay Gap was 37.14% and our median gap was 41.26%. We have just completed a full pay review and are currently updating the data and will share this internally so our team can see the gap pre and post the pay review.
  2. The evidence based actions shared by the Behavioural Insights team at the Government Equalities Office form the basis of our action plan. These are mainly around recruitment, progression and flexibility.
  3. We have a dedicated Leadership meeting planned for the 19th April to review the latest data and sign off the action plan.
  4. As part of our commitment to increase transparency around pay (and because we know it enables people, especially women, to have better conversations about pay) we have now shared full benchmarking ranges with everyone, so they can see the starting salary and salary potential for their role and where they sit within it.
  5. As part of our Diversity, Equity & Inclusion strategy we have sent our first Inclusion and Belonging survey to help us understand what's going well and where we need to focus our attention.
  6. We will then have sessions with the wider business (open to all), to review the data, share the actions and have a general discussion.
  7. We will then update our external report to share the actions along with our goals and milestones.

We are committed to the actions we know will make a difference to help us reduce the gap.

Statutory reporting update

When we last reported in October 2021, the statutory data only included those not on furlough, therefore it was not representative of the whole organisation.

The snapshot date being used for reporting this year is 5th April 2021 (a year ago), and again as per guidelines our data can only include those that weren't on any type of furlough (including flexi furlough) on this date, which is only 70 people.

Based on these 70 people:

  • The mean gender pay gap is *37.2% (last year we reported 48.1%)
  • The median gender pay gap is 47.1% (last year we reported 56.0%)
  • *This number is similar to our internal number for the group above, but that is just a coincidence.

Whilst the 70 people are from Holiday Extras Limited only, the plan moving forward now that furlough is over and our data will be representative, is to go back to voluntarily reporting externally for the entire UK Group, rather than just Holiday Extras Limited.

Simon Hagger

Deputy CEO

Gender pay gap detail

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

Band Description Males Females
D Includes all employees whose standard hourly rate places them in the upper quartile 88.9% 11.1%
C Includes all employees whose standard hourly rate places them in the upper middle quartile 58.8% 41.2%
B Includes all employees whose standard hourly rate places them in the lower middle quartile 27.8% 72.2%
A Includes all employees whose standard hourly rate places them in the lower quartile 47.1% 52.9%

The percentage of male employees receiving a bonus is 0%

The percentage of female employees receiving a bonus is 0%

The mean gender bonus gap is N/A

The median gender bonus gap is N/A

Read our previous Gender Pay Gap Reports