GENDER PAY GAP
2021

In 2021, with the continuing pandemic and flight bookings in the UK remaining at an all-time low, many ofour people continued to participate in multiple voluntary initiatives to reduce cost impacts to our business.
We also maintained our focus on equality and diversity and since our last report, we achieved significant
improvement, narrowing our average gender pay gap by 4.18% and halving our median pay gap.
We recognize we have important work ahead of us to ensure we are always mindful of any pay disparity
amongst our workforce no matter their gender or ethnicity and to ensure we prioritize addressing this until
there is consistently no pay differential whatsoever.

Pay gap difference*

BCD Travel employees*

Between male and female UK employees

Median Hourly Rate

51%

Male

49%

Mean Hourly Rate

FemaleProportion of male and female UK employees
According to quartile pay bands
Upper

42.86%

57.14%

Upper middle

44.87%

55.13%

Upper lower
Lower

9.27%

55.70%

44.30%

61.84%

38.16%
FemaleMale14.06%

Receiving bonus pay†

20%
Femalebonus

31%Male
bonus

80%

69%

Bonus value difference†

Our commitment to closing
the gap

Between male and female UK employees
MedianMean

35.96%
59.41%BCD Travel aims to be the world’s most trusted
and innovative travel management company. We
are firmly committed to fairness and equality in
our working practices to encourage and enable
all our people to develop to their fullest
potential. With women accounting for two-thirdsof our UK SLT, we are focused on ensuring that
all our people are equally valued and rewarded
and can thrive as themselves.

Declaration
We confirm the information and data reported isaccurate as of the snapshot date 5 April 2021.
In accordance with the Regulations, we have signed awritten statement to confirm that this publishedinformation is accurate.
Michèle Lawley

Mike Walley
President
Europe*Pay Gap Difference•Employees not in scope were those not in receipt of normal full pay in the snapshot period of April 2021. The snapshot pay period fellduring the Covid 19 pandemic and all furloughed employees on reduced pay were excluded. Additionally, employees on maternity
leave, starters and leavers have not been included.
•There were no bonus or commission payments paid in the period.
•Pay elements used in the calculation of the hourly rate include basic pay, fixed allowance, variable allowances.
•All salary sacrifice amounts were deducted e.g., childcare, pension, etc. which can distort the hourly rate for individuals making large
voluntary pension contributions or taking the maximum amount of childcare vouchers.
•Pay elements not used in the calculation of the hourly rate include over-time, on-call payments, termination payments, back pay,benefits-in-kind.
† Bonus Data•
Bonus data relates to payments made from April 2020 to March 2021.
•2019 Bonus payments were paid in Jan 2021 so are included in the bonus period.
•Pay elements included Bonus, commission and other performance incentives, including vouchers.
•
No adjustments are made to reflect the proportion of income paid as bonus to full and part-time employees.
•
Some employees elected to receive all or some of their bonus in the form of a pension contribution and these payments are notincluded in the calculations.

Gender Pay Gap | March 31, 2022 | Page 2