THE COLLINSON GROUP LIMITED 2023 REPORTUK Gender Pay Gap

Financial year ending 30th April 2023

INTRODUCTION

OUR 2023 UK BINARY GENDER PAY REPORTING

DRIVERS OF OUR BINARY GENDER PAY GAPWELCOME

WHAT ARE WE DOING TO CLOSE THE GAP?
At the Collinson Group, we actively incorporate inclusivity
into pivotal aspects of our employees’ experiences,including onboarding, career development, performance
evaluations, feedback processes, learning and training
initiatives, and product innovation.

OUR 2023 UK BINARY GENDER PAY REPORTING
INTRODUCTION
At the Collinson Group, we generatevalue for all our stakeholders throughcareful stewardship of the world’s leading
companies in the travel sector, underpinned
by a culture and identity that delivers
good beyond profit.

Click an arrow
to find out more

OR use the menu above
to navigate between topics

DRIVERS OF OUR BINARY
GENDER PAY GAP
The persisting factor contributing to thepay gap in the United Kingdom is an unevenrepresentation of genders within our workforce.

Click the icon
to return here

WHAT ARE WE DOING TO CLOSE THE GAP?

INTRODUCTION

OUR 2023 UK BINARY GENDER PAY REPORTING

INTRODUCTION
At the Collinson Group, we generate value for all our stakeholders throughcareful stewardship of the world’s leading companies in the travel sector,
underpinned by a culture and identity that delivers good beyond profit.
We know that we are most successful when our teams at all levels
reflect the world around us. Currently, women at the Collinson Groupare underrepresented in senior levels and in technical roles.
Equitable compensation is an integral component of our commitment toadvancing diversity, equity, and inclusion (DEI). It is crucial to clarify that thebinary gender pay gap - reflecting the difference in average pay between men
and women - is different from equal pay, where individuals performing jobs ofequal value receive equal remuneration. At the Collinson Group, compensation
is determined by the role, not the individual’s identity.
Our comprehensive global pay equity analysis indicates that there is anabsence of significant pay differentials, considering variables such as role,
performance, and other pertinent factors, irrespective of gender. While ouremployee processes are inherently designed for fairness, we incorporate anadditional layer of scrutiny to ensure equity by meticulously examining ouremployee data for any unexplained gender-based discrepancies. Shouldsuch discrepancies be identified, we proactively implement upward pay
adjustments prior to the commencement of employees’ compensation,
thereby averting pay disparities, eliminating biases from our reward system,and ensuring that remuneration packages accurately reflect the individualcontributions of our workforce.
This snapshot in time was taken on the 5 April 2023. On this day, the Collinson
Group employed 53.5% male colleagues and 46.5% (+0.6%) female.

DRIVERS OF OUR BINARY GENDER PAY GAP

WHAT ARE WE DOING TO CLOSE THE GAP?

INTRODUCTION

OUR 2023 UK BINARY GENDER PAY REPORTING

Our 2023 UK binary
gender pay reporting
The UK Government requires organisations with more than 250
employees to publish and report specific figures about their binary
gender pay gap. The binary gender pay gap is the difference between
the average earnings of those that identify as men and women, expressed
relative to men’s earnings. We recognise that by focusing exclusively onemployees that identify as men or women, the binary gender pay gap
report is unable to include all our employees at the Collinson Group.

DRIVERS OF OUR BINARY GENDER PAY GAP

WHAT ARE WE DOING TO CLOSE THE GAP?

MeanMedian% Pay Gap

25.9%(- 2.7% change on 2022)

24.3%(- 2.7% change on 2022)% Bonus Gap

51.8%(- 5.8% change on 2022)

27.2%(- 33.2% change on 2022)

Proportion of Women by Pay Quartiles
2023

2022

Lower

59.5%

62.7%

Outlined below are our binary gender pay results which include all relevant employees
employed by the Collinson Group in the United Kingdom for the year 6 April 2022 to 5
April 2023. We are reporting that:Lower Middle

56.6%

53.6%

Upper Middle

43.4%

41.8%

•

We have a mean hourly pay gap of 25.9% in 2023

Upper

26.5%

25.5%

•

We have a median hourly pay gap of 24.3% in 2023•

We have a mean bonus pay gap of 51.8% in 2023•

We have a median bonus pay gap of 27.2% in 2023

In addition to our hourly pay and bonus pay gap results, the chart below shows theproportion of women in each pay quartile as well as the proportion of women and men
receiving a bonus in 2023.

Proportion of Employees Receiving a Bonus
Women

29.3% (+ 2.6% change on 2022)
Men

37.7% (+3.8% change on 2022)

INTRODUCTION

OUR 2023 UK BINARY GENDER PAY REPORTING

Drivers of our binary
gender pay gap
The persisting factor contributing to the pay gap in the United
Kingdom is an uneven representation of genders within ourworkforce. While 46.5% of our overall workforce are women,
women in Senior Leadership positions represent 23.6% which isa significant driving factor in our gender pay gap differentials.
In addition, our Product roles, such as Software Engineering, in
the United Kingdom made up 30.4% of our workforce in 2023,
and we have more men (66.5%) than women (33.5%) working
at Collinson in Product roles, particularly senior technicalroles. Our compensation rates are market-based and reflectiveof the role performed. Rates of compensation for technicalskills are higher than non-technical roles due to an extremelycompetitive talent market. The pool of this talent, particularly
for more senior positions, continues to be predominantly male.

DRIVERS OF OUR BINARY GENDER PAY GAP

WHAT ARE WE DOING TO CLOSE THE GAP?

INTRODUCTION

OUR 2023 UK BINARY GENDER PAY REPORTING

DRIVERS OF OUR BINARY GENDER PAY GAP

WHAT ARE WE DOING TO CLOSE THE GAP?

What are we doing to close the gap?
Recognising the fundamental role diversity plays in ouroverall success, we acknowledge that there is more work
to be done across the spectrum. We are determined in ourcommitment to increasing the representation of women andother underrepresented groups at all levels and across allareas of our business.
Our Talent Acquisition team remains dedicated to enhancing
our employer branding, with ongoing efforts focused onfostering inclusivity. We have implemented a new task-based
approach during the recruitment process to uncover the true
potential of a candidate by unearthing their core traits, andmatching them against our Collinson values, as well as tomitigate biases. While strides have been taken to promotea more balanced representation of women in technicalroles, we acknowledge the existing disproportionality inthe availability of male and female talent in the technology
market. Addressing this challenge requires ongoingcommitment and strategic measures to bridge the gap.
Hiring is a critical part in our efforts to increase
representation of women and other underrepresented
groups at the Collinson Group, as is the career growth,development, and retention of our people, which is justas vital. The introduction of our new career framework,
developed to ensure a fair and equitable approach focusedon guiding principles of the role rather than the individual,
has increased transparency and understanding of people’scareer paths across the Collinson Group. As part of this,we have embedded a greater focus on skills evaluation for
all colleagues to understand their strengths and work with
their manager to actively develop growth areas throughtraining, learning, and development.

In addition to fostering a diverse workforce, weare dedicated to cultivating an inclusive workplaceenvironment. At the Collinson Group, we actively
incorporate inclusivity into pivotal aspects of ouremployees’ experiences, including onboarding, careerdevelopment, performance evaluations, feedback
processes, learning and training initiatives, and productinnovation. To illustrate this, we have implemented
mandatory diversity and inclusion training for managers
and introduced new policies such as our global menopause
and hybrid working policies.

Our commitment to inclusivity extends to various
programmes designed to enhance our workplaceenvironment. These initiatives include our‘Women@ Collinson’ employee resource group
and a dedicated women’s leadership development
programme, as well as providing training andimmersive experiences for all employees.

STATUTORY DECLARATION
We confirm that the information and data in thisreport is accurate and in line with the requirementsof the Gender Pay Gap Reporting Regulations.
We have published the results on our own websiteand GOV.UK

Bertie Tonks
Chief People Officer