2023 REPORTCHIEF PEOPLE OFFICERSTATEMENT
Fostering an inclusive culture sits at the heart of our ability
to succeed, and we strive to create an environment which
values and respects everyone for who they are and what theybring. It’s easy for companies to make such statements, butat Travelport we walk the talk. We continue to see progress inclosing both the median and mean pay gap for hourly pay,
and our median pay gap is in line with the national median
pay gap.
We are very proud of our culture at Travelport, where we wanteveryone on the team to feel trusted, valued, and comfortablebeing themselves. I am particularly proud that in our mostrecent pulse survey, 86% of our colleagues said they believethat we are committed to building an inclusive workplace forall. Our most recent Count Me In survey - which seeks ourpeople’s view on our diversity, equity and inclusivity
practices - revealed strong endorsement of our DEI efforts
with 92% of respondents feeling they are treated with respect
by others; 85% agreeing our culture facilitates the free andopen expression of ideas, opinions and beliefs; and 88%
agreeing all people, regardless of culture, background andabilities, are respected and valued at Travelport.​this sector, as well as into senior roles, and you’ll findmore information on our plans in the Commitments sectionof this report.
Thank you to every one of you across the company whohave contributed to the progress we’ve made so far, and whocontinue to strive to Be Better. Expect More.

Phil Donnelly
CHIEF PEOPLE OFFICER

Along with many of our peers in the technology space, wehave more work to do to attract and retain women into© 2024 Travelport. All rights reserved.
Travelport, Travelport+, and the Travelport logo are trademarks of Travelport.

Population by gender

Proportion of employees in each pay quartile

37.9%
women

51.5% 48.5%
Receiving a bonusby gender

42.3%
women

Upper

56.7%
women

Upper middle

55.3%
women

Lower middle

Lower

Gender profile by level

Pay gap
2021/222022/23% Mean20.4

18.7% Median

15.8

14.6

At 5 April 2023
Senior management
Middle management
Entry and career levelBonus gap

95.0% 90.3%

2021/222022/23% Mean67.2

60.6% Median

17.230.90

10 20 30 40 50 60 70 80 90 100= % Women= % Men© 2024 Travelport. All rights reserved.
Travelport, Travelport+, and the Travelport logo are trademarks of Travelport.

OUR COMMITMENTS

Hiring for job outcomes

Diversifying our reach

Attributed DEI data

Changing how we assess aptitude,
capabilities, and skills to create amore equitable benchmark of key
success indicators.​

Connecting with externalorganizations and institutions
that increase access to female
communities of technology
talent.​Understanding and attributing
employee demographics, identity,and experience to measure our
DEI performance, enrich ourinsight, and accelerate our gender
pay gap progress.​

Leadership and career
growth academies

Investing in succession

Count Me In

Identifying, developing andreadying high-potential
talent for progression.​

A program of activity that raises
awareness of the value of a diverse
workplace and educates all atTravelport on the influential role ​they play in driving change.

Investing in and developing talent
within Travelport, with sessions on
the commercial value that adiverse workforce brings.

© 2024 Travelport. All rights reserved.
Travelport, Travelport+, and the Travelport logo are trademarks of Travelport.