ALTHAMS GENDER PAY GAP REPORT
Founded in 1874 Althams are proud to be an original member of ABTA. We employ 266 staff in the Company as at April 2018.
We are committed to ensuring that Althams is a place where colleagues get on no matter what their background. We have a long history of helping our staff develop their careers from apprentices to the leadership team and are proud of the opportunities that we have created for so many of our staff.
A big part of this, is building a culture where everyone feels welcome, a business where everyone is treated the way they want to be treated. Monitoring our gender pay data and understanding the factors that contribute to the differences can help achieve this.
At senior level, three out of the five Board members are women and six out of twelve members of our Senior Leadership Team are women. The gender of our workforce is predominantly female.
The table below shows our overall mean and median gender pay gap based on hourly rates of pay as at the snapshot date (5th April 2018). It also captures the mean and median difference between bonuses paid to men and women in the year up to 5th April 2018 for the 2017 performance year.
Differences between male and female Mean (average) Median (middle)
Female rate of pay - 4.4% (higher) -2.1% (higher)
Female bonuses -18.9% (higher) -564% (higher)
We operate a transparent basic salary and variable pay scale that is applied irrespective of gender, guaranteeing equal pay for doing equivalent jobs across the Company.
The makeup of our business – with a significantly larger proportion of women in the retail sector and an even split between men and women in the Senior Management team – means our average female salary and bonus is higher than our male. The variable pay structure is linked to seniority and reflects the type of job role.
The percentage of staff receiving a bonus: Female – 100% Male – 100%
To understand what drives our pay gap it is important to analyse the pay quartiles as set out in the government Equalities Office.
Pay Quartiles: Lower Middle Middle Upper
Q1 Q2 Q3 Q4
Female 44% 70% 99% 82%
Male 56% 30% 1% 18%
We have a number of existing measures that are of benefit to a reduction in the gender pay gap: flexible working arrangements, childcare vouchers and training, all of which we will continue to review.
I confirm that our data has been calculated to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Director & Company Secretary
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