2022

UK GENDERPAYGAPREPORTAN INCLUSIVE WORKPLACE FOR ALL
With nearly 3000 employees, and offices in over 50 locations
around the world, Travelport is a truly global organization andour focus on diversity is one of our core strengths. Fostering aninclusive culture sits at the heart of our ability to succeed, andwe strive to create an environment which values and respects
everyone for who they are and what they bring.
Over the last five years since we first reported on our gender
pay gap, we have made significant progress almost halving
our median pay gap. That is driven by the increased numberof females recruited into senior roles. In 2022, 57% of all VP
promotions and 46% of all Director and above promotions
were female.

Most recently we became the first GDS to sign up to the IATA
25/25 pledge, a travel industry initiative to improve female
representation in the travel industry to 25% by 2025.
We are very proud of our culture at Travelport, where we wanteveryone on the team to feel trusted, valued, and comfortable
to be themselves. Thank you to everyone of you across thecompany who have contributed to the progress we’ve made sofar, and who continue to strive to Be Better. And Expect More.

I am also proud to see that the actions we are taking arerecognized and appreciated by our colleagues. In our latest
employee Pulse, 94% of our colleagues said they believe that
we are committed to building an inclusive workplace for all.
We know that, like many of our peers in the technology sector,
we need to do more to attract and retain women in senior
roles. With the backing of our Global Diversity Council, we’reworking towards a goal of 30% shortlisted females for alltechnology positions. We are currently at 24%. Currently, aquarter of all our technology hires are female, and in the US
that figure increases to 29%. Outside of our technology teams,
female representation sits at 60%, which compares very
favorably to the Top 100 technology companies, who reportthat figure to be an average 33%.

Phil Donnelly
CHIEF PEOPLE OFFICER

Population by gender

Proportion of employees in each pay quartile

39.6%
women

40.2%
women

53.9%
women

57.4%
women

Upper

Upper middle

Lower middle

Lower51.8% 48.2%
Receiving a bonusby gender

Hourly pay gap

Gender profile by level

2020/212021/22% Mean

18.2

20.4% Median

1115.8

Senior management
Middle management
Entry and career level

Bonus pay gap

92.5% 91.4%

02020/212021/2283

67.2% Median 0

17.2% Mean

10 20 30 40 50 60 70 80 90 100= % Male= % Female

The data shown is a snapshot date of 05 April 2022.

OUR COMMITMENTS TO CREATINGAN INCLUSIVE WORKPLACE FOR ALL

IATA 25/25
We became the first GDS
to sign up to the IATA 25/25
pledge, a travel industryinitiative to improve female
representation in the travelindustry to 25% by 2025.

Hiring for outputs
not inputs
Changing how we assess
aptitude, skills, andcapabilities as key indicatorsof success when hiring.

Count Me In

Leadership Academy

A program of activity thatraises awareness of the valueof a diverse workplace andeducates leaders on theinfluential role they play indriving change.

Investing in and developing
talent within Travelport.

Widening anddiversifying ourrecruitment reach
Connect with externalorganizations and institutions
that allow us access to everbroader communities of talent.

Promotions andremuneration
Intentional managementof our promotions andremuneration approach to
improve our gender pay gap.

Attributed DEI survey
Understand and attribute
employee demographics,
identity, and experience tomeasure our DEI performance,
enrich our insight, andaccelerate our progress.