Holiday cottage with swimming pool

Gender Pay Gap Report, April 2022


Our gender pay gap demonstrates the difference in average pay between men and women in our workforce.

The mean gap is calculated by adding up all the salaries in the business and dividing that figure by the number of employees. The median gap is calculated between the middle earning male and female employee.

Difference between Men and WomenMeanMedian
Gender Pay Gap35.93%39.48%
Bonus Pay Gap43.66%55.56%

The Pay Quartiles represent the proportion of males and females in each pay quartile

Lower Middle68.18%31.82%
Upper Middle55.68%44.32%

Percentage of the team receiving a bonus

Received a bonus91.02%94.56%
No bonus received8.98%5.44%

Our gender pay gap continues to be influenced by a higher proportion of men in senior positions and proportionately more women in junior positions. Continuing last year’s trend, this is heavily influenced by the availability of female candidates for our Tech teams, an area of high volume, high salary recruitment.

Our bonus pay gap follows the same pattern.

At the time of this report, 58.32% of our team were female and 41.68% male.

What have we changed since our last report?

  • We’ve worked hard to address the gender imbalance in some of our traditionally male dominated fields. The industry standard for the average number of women in these teams sits at 26%. We are pleased that of our new recruits last year, 26.15% of our hires into Technology, Digital Product and Revenue Management identified as women. This is a small margin that we will focus on increasing in the next year.
  • Over the last two years, the number of women within our Tech, Product and Revenue teams has grown by 103%
  • Our internal Women in Tech community has grown and is bringing our female international teams together in support of each other. As part of this our team members are acting as both internal and external ambassadors for Awaze, sharing their career stories and experience
  • We have reviewed and introduced new and enhanced parental leave policies with up to 6 months paid maternity leave and 1 month paid paternity leave
  • We have introduced a Menopause Policy and tools to support our female workforce and managers
  • We continue to take steps to combat gender bias in our people processes, for example, pay increases and bonuses are signed off by a male and female, recruitment adverts are subjected to a gender bias tool and we ensure that there is a female interviewer present for our tech recruitment
  • We have seen an increase in male recruitment for junior positions, up from approximately 43% last year to 61% this year, we will continue to focus on improving gender balance in entry level roles

Continuing to make changes for the future

We have made progress in our initiatives over the course of the last year, better supporting the development of female team members as well as attracting new female talent into more senior roles. We understand we need to keep up the focus on reducing our gaps.

Our Diversity, Equity and Inclusion Strategy continues to focus on gender diversity this year:

  • We continue to gather data to enhance our understanding and educate ourselves on our trends to inform metrics and a dashboard for accountability
  • Building on the success of the Women in Leadership mentoring scheme, the next phase of which is to launch a junior mentor scheme with the graduates as Mentors
  • Continuing to attract a diverse team, this year we will be introducing additional metrics to our Applicant Tracking System to further monitor our recruitment data for attraction as well as hiring figures
  • Our team will continue to role model their stories through our ‘Your Story’ initiative, encouraging and supporting our females across the business
  • We will continue to review our data and metrics for accountability and success, for example, the impact of our recruitment changes and our new enhanced parental leave policies
  • We will continue to monitor and challenge ourselves on our Flexible Working practices, ensuring we continue to retain and attract the best talent and support our team to achieve better work life balance

Awaze will continue to provide an equitable and inclusive environment that offers our team the opportunity to be the best they can be.

Henrik Kjellberg, Group Chief Executive Officer

Helen Khan, Chief People Officer