UK GENDERPAY GAPREPORTCOUNT US INAt Travelport, we are committed toputting our people first and providing
an inclusive and supportive workenvironment. We formed our Global
Diversity Council in 2020 which
represents every one of our employees.
As we continue to build a culture thatcelebrates our diversity, equity andinclusion (DE&I), we are poised to takeour efforts to a new level, focused ontangible actions that lead to progressive
outcomes.
This gender pay gap report gives asnapshot of the gender balance within
our UK-based teams 18 months ago andthen six months ago and shows thesignificant progress we are making. The
gender pay gap measures the difference
between the average earnings of all ourUK-based male and female employees,
irrespective of their role or seniority. Itshould not be confused with equal pay,

which is about ensuring that men andwomen are paid the same for carryingout the same work or work of equal value.
At a global level and in the UK, Travelportcontinues to employ an almost equal
number of men and women, and we have
reduced our average gender pay gap in
the UK by 9% since 2020. We’ve achieved
this through concerted efforts to increase
the representation of women in senior
management and Technology roles, andwe will continue our focus in this area
until we reach parity.
We are asking every employee ‘to be
counted in’ and to play their part inremoving inequity and bias from ourprocesses and interactions. Our goal is
to create a diverse workforce which isreflective of the communities in which
we choose to do business.

#ItStartsWithUs

Phil Donnelly
Chief People OfficerTRAVELPORT UK RESULTSThe numbers in this report illustrate the pay gap for Travelport UK employees based on hourly pay rates asof 5 April 2020 and 5 April 2021 and bonuses paid, in the 12 months ending 5 April 2020 and 5 April 2021.

Mean

MedianReceiving Bonus

83%
90.6%

91.2%

66.5%

51.4%

27%
24.1%
18%
11.8%

11%
7%
0%
Hourly Pay Gap

2019/20

Bonus Pay Gap

2020/21

Hourly Pay Gap

2019/20

Bonus Pay Gap

2020/212020/212019/20

WomenMenTRAVELPORT UK RESULTS
Pay Quartiles
2019/20

2020/21

33.6%

37.5%
Upper

Upper

62.5%

66.4%43.7%

42.4%
Upper Middle

Upper Middle
56.3%

57.6%

53.8%

60%
Lower Middle

Lower Middle
40%

46.2%

62.4%

47.1%
Lower

Lower

52.9%

37.6%

Women

Men

Women

Men

TRAVELPORT UK RESULTS
UK Gender Distribution by level
2019/20

SeniorManagement

MiddleManagement

Entry andCareer Level30%

2020/21

SeniorManagement

70%

47%

MiddleManagement

53%

65%

Women

35%

Men

Entry andCareer Level

31%

69%

47%

53%

55%

Women

45%

Men

UNDERSTANDING OUR UK RESULTS
2020 v 2021
We have narrowed ourhourly average pay gap by

8.8%

The overall trend is movingin the right direction.

and median pay gap by

13.1%

Our employees have an equal
opportunity to participate in ourbonus program, ensuring we areoffering a fair and equitable program.
This is reflective of the 2020
‘receiving bonus’ numbers. During2021 no ProsperUs bonus was paid.

in the last year

We of course recognize that we havea larger gap in relation to bonuses
and it is important to highlight boththe number of senior male rolesin the UK, but also that we have agreater number of senior female
leaders outside of the UK.

We have seen a

3.9% increase
in women within the ‘upper’
pay quartile, in addition to muchgreater gender balance acrossthe two lower quartiles, which isvery positive.

Whilst we are seeing an improved
picture through the quartile
distributions, the existing challenge
is still present with too few womenin UK based senior management
roles. We will continue to focus ourattention in this area to drive
further improvement.

OUR COMMITMENTS

Talent Acquisition
and Management
To tackle talent acquisition and talentmanagement processes, eliminate bias
and target diversified talent.
We have new partnerships withdiversityjobs.com in the US and CEDAR
in the UK so that we can reach peopleof under-represented groups.
We also have a new tool in Hire Vue thatwill bring objective assessments andinterviewing so that we can hire more
equitably, allowing us to be more
inclusive from the very first interaction.
In the last year we have launched theTalent Development toolkit, Openblend
Coaching and shortly, our upcoming
Mentorship Bureau which will continue
to focus on our employee’s growth anddevelopment.

Teach – Guide – CoachPay and Reward

Count Me In#itstartswithus

Build DEI Awareness via common DEI
language, behaviors, systems andprocesses that support an inclusive
culture and understanding of removing
inequity and bias.

Driving awareness and commitment
across our Reward and Business
Partners to support and build genderbalance practices within our pay andpromotion decisions.

Focussing our efforts towards
making Travelport more diverse,
equitably and inclusive so every oneof our employees become anambassador.

We’ve collated a series of training
sessions in Percipio to encourage ouremployees to explore diversity, equityand inclusion in more depth.

As part of this initiative, we havehosted a DEI speaker series on bias
to help our employees consider thepart they can play in creating amore level playing field for us all atTravelport.