Gender Pay Gap Report UK – April 2025
Introduction
At Audley Travel, we are committed to creating an inclusive and diverse workplace where everyone is treated fairly and has the opportunity to succeed. Reviewing and understanding our UK Gender Pay Gap is an important way in which we measure our progress against this commitment.
Our latest results show that our pay gap has remained broadly consistent with the previous year, and a higher proportion of men received a bonus during the reporting period.
Our analysis highlights that a key factor influencing our results is the gender makeup of our workforce. As of April 2025, Audley Travel’s UK workforce comprised 69% women and 31% men. Women continue to be highly represented in the lower pay quartile (85%), where roles are predominantly administrative and support-focused. Encouragingly, representation in the upper pay quartile remains balanced, with women accounting for 51% and men 49%.
We recruit, reward and promote based on merit and do not favour one gender over another. However, achieving a more even gender balance across different roles and levels of seniority will take time to address. Our roles continue to be designed to support our business model of creating memorable travel experiences and delivering exceptional service to our clients, and these structural factors play a significant role in shaping our Gender Pay Gap. Nevertheless, our commitment to understanding and reducing the gap remains unchanged.
We continue to invest in meaningful actions to drive positive change. These include enhancements to recruitment practices, using robust salary benchmarking for reward decisions and the introduction of a new pay-for-performance structure. Alongside a strong focus on female leadership development, a new management development programme, succession planning, career pathways and ongoing policy reviews, these initiatives support our aim to embed fair and inclusive practices across our culture and to achieve sustainable, long-term progress.
Katie Sandwell
Chief People Officer
Our Results
Audley’s gender pay gap metrics are calculated using employee data from 5 April 2025. This date is used as a ‘snapshot’ of our employee population, consisting of 708 employees of whom 69% were female, 31% were male. The gender pay gap looks at ordinary pay (which includes basic salary and any regular allowances e.g. monthly commission/bonus), and the bonus pay gap looks at bonus and commission payments for the 12-month period from 6 April 2024 to 5 April 2025.
Our mean gender pay gap is 22.7%, compared to 24.5% in 2024.
Our median gender pay gap is 25.1%, compared to 25.5%% in 2024.
Our workforce is divided into 4 equal sized groups based on their hourly rate to show the % of men and women in each band, with A including the lowest paid 25% of employees (the lower quartile) and D covering the highest paid 25% of employees (the upper quartile).
In order for there to be little or no gender pay gap, there would need to be the same ratio of men to women in each quartile band. For example, an organisation with a high ratio of men to women in Band D is likely to have a gender pay gap, as is an organisation with a high ratio of women to men in Band A.
Within Audley, although it is reassuring to see we have an almost equal ratio of women and men in the upper pay quartile (D), we have a predominance of women in all other pay quartiles, as shown in the following chart:
Our mean bonus pay gap is 42.4%, compared to 37.5% in 2024.
Our median bonus pay gap is 43.7%, compared to 35.3% in 2024.
In 2024/2025, 69.4% of women received a bonus compared to 78.3% of men.
Our 2024 report is available here (published in April 2025).
Our 2023 report is available here (published in April 2024).