MIKI TRAVEL AND GENDER PAY
As a global specialist in tourism products for the travel industry, over 30 nationalities are represented in our London office. This reflects the global and multi-cultural nature of the business and our aim is to maintain an environment that treats everyone fairly and equally.
We have produced a gender pay report to help us understand how the average earnings of our male and female employees differ.
Our report looked into the difference between the average earnings of men and women working at Miki Travel Ltd. At the time of our report (on the 5th of April 2018), we employed 337 full-pay relevant employees in the UK. Of these, 218 (64.7%) were women and 119 (35.3%) were men.
OUR GENDER PAY GAP REPORT
The tourism industry continues to be a greater employer of women at the junior and mid- levels, compared to other sectors. This is due to the external candidate pool for entry level roles, which is mainly female. For our more specialist experienced roles, for example IT, there is a greater proportion of male staff, which is again reflective of sector trends.
Our gender pay gap at the lower and lower middle quartiles reflects sector trends, with significantly more women employed at the junior levels.
Compared to the previous year, there is a slight increase in the proportion of women in the upper middle quartile.
We have a more equal balance between males and females in the upper quartile pay band, which reflects the balance in our management team.
Overall, compared to the previous year, our mean and median gender pay gaps have reduced by 4.4% and 4.5%, respectively. Although a slightly higher proportion of males have received a bonus during the relevant pay period, the bonus mean and median gender pay gaps have reduced by 6.8% and 12.9%, respectively, compared to the previous year.
We remain committed to reducing our gender pay gap by encouraging and supporting women in junior positions to develop themselves in both their area of expertise and as managers, so that they may progress to more senior levels.
To support the potential of our staff who manage others, we are introducing a series of management and supervisory training. We are also utilising the apprenticeship levy to introduce ICM Level 3 and 5 qualifications, on a phased basis, in order to provide equal career development opportunities to both men and women.
Furthermore, we are regularly reviewing our appraisal and promotion practices, to ensure the process supports staff who work more flexibly and that they are fairly considered for further progression.
We are also conducting a review of alternative channels for recruitment, to increase our success at achieving more diverse candidate lists. However, given the current uncertainty around Brexit and its impact on attracting multi-lingual talent from the EU countries, resourcing suitable candidates remains a significant challenge for the business.
We are planning to conduct a deeper analysis of our data and will consider the results against our key processes around recruitment, salary reviews and promotions.
The figures set out above have been calculated using the standard methodology set out in the Equality Act 2010 (Gender Pay Gap Information Regulations 2017).
I confirm the data reported is accurate.