DER TOURISTIK UK LIMITED - 2024-25 Gender pay gap report

Our latest Gender Pay Gap (GPG) results from 2024 have highlighted areas for continued focus and development and as a business we are committed to transparency and continued improvement in addressing the gender pay disparity.

Firstly, it is important to acknowledge that both our mean and median gender pay gaps have increased since 2023. Our mean gender pay gap has risen by 2%, reaching 32.9%, while our median gender pay gap has seen a more substantial increase of 4.8%, now standing at 11.6%. These figures are indicative of the need for ongoing efforts to address this issue.

Having taken the opportunity to investigate these figures, there are several significant factors which contribute to the gap:

1. Our workforce is composed of 74% female employees, many of whom are employed in the lower quartiles of our pay structure in roles such as administrative support and sales.
2. Our sales community constitutes 56% of our workforce, 76% of which are female employees.
3. 26% of our overall workforce are part time and 95% of these positions are held by female employees
4. We are however pleased to announce that our upper quartile is made up of nearly 65% female employees.

The gender pay gap is also impacted by the salaries of our Senior Leadership Team (SLT), where several of the most senior positions are filled by male employees. Despite this, our SLT comprises 46% female employees, indicating progress in gender representation at senior levels, but also highlighting the need for further development.

While we recognise the areas where our gender pay gap is influenced, we are committed to working hard to reduce these disparities. Our focus moving forward will be on creating initiatives and policies that support equity in all levels of employment, including:

1. Employee and Leadership Development – Creating a dynamic, continuous growth journey to empower our employees
2. Performance Conversations – Focus on engagement, accountability, and career growth
3. Employee Resource Groups – To support a more inclusive workplace, empower diverse voice and create a shared support network
4. Consistent Policies – Ensuring fairness, compliance, and best practise

We remain dedicated to fostering a workplace where all employees can achieve their full potential.

2024/5 Mean and Median Gender Pay Gap

In this report, we have an overall mean gender pay gap of 32.9% and a median gap of 11.6%.

2024/5 Bonus Gender Pay Gap

In this report, we have an overall mean gender bonus gap of 33.1% and a median gap of 16.5%.

In this report, the % of women receiving a bonus was 93.7% and and the percentage of men was 89%.

Quartiles

1st Quartile	2nd Quartile	3rd Quartile	4th Quartile

*These figures are based on April 2025