Gender Pay Report
Hogg Robinson has a people-first culture that drives performance through highly-engaged employees who are passionate about everything we do. Our People are at the heart of everything we do as we care for each other as we care for our customers. This is one of our three values that represent who we are: People, Passion, Progress.
The figures below are set out in accordance with the regulations on gender pay gap reporting set out by the UK government. The data represents 1,333 people in the UK in a variety of roles of whom 70% are women.
An introduction to gender pay gap and our numbers
The term “gender pay gap” refers to the average pay of all women in the organisation, to the average pay of all men in the organisation across all roles, functions and levels.
This gap primarily reflects a difference in the proportion of men and women in different roles and at different levels of seniority. Men and women in the same roles with equal responsibility are paid the same.
HRG mean hourly pay gap: 43%
The mean hourly pay gap shows the difference between the average hourly pay of all women and the average hourly pay of all men at HRG in April 2018.
HRG median hourly gap: 30%
The median hourly pay gap shows the difference between the midpoint of the hourly pay for all women and the midpoint of hourly pay for all men at HRG in April 2018.
Distribution of HRG men and women employees across pay quartiles
The high percentage of women in the Upper Middle Quartile in Hogg Robinson is a very encouraging signal for the future. The significantly larger percentages of women in the bottom two quartiles lowers the average hourly pay rate for women, contributing to our overall pay gap. The gender pay gap reduces substantially, and falls below the national UK average (17.1%)* when we look at the difference between the average pay of men and women at each of the pay quartiles.
HRG mean bonus gap: 85%
This is the gap between the average bonus pay for all women compared to the average bonus pay for all men in the twelve months to April 2018.
HRG median bonus gap: -8%
The difference in the median (middle) bonus payment for all men and all women in the twelve months to April 2018.
Note that a negative gap means that the median bonus for women is higher than the median bonus for men
Proportion of HRG employees receiving a bonus in the UK
The majority of our employees received a bonus. In the year to April 2018, 91% of women received a bonus, and this compares to 83% of the men who received a bonus. A significant proportion of men eligible for bonus however, are in more senior roles where the bonus component forms a greater proportion of their total pay.
In the UK and across our global network we are proud of our employees, the diversity we’ve achieved and in particular, the contribution that women make at all levels of HRG. Our people represent who we are and take care of each other, no matter how much it takes. As we join American Express Global Business Travel (GBT) we join them in being committed to exceptional traveller experiences, as well as gender equality and inclusion for all our staff.
Our values of People, Passion and Progress look to actively address this through our people practices. As we look to integrate with GBT in 2019, we remain committed to monitoring and continuously improving equal opportunity.
* The Office for National Statistics Annual Survey of Hours and Earnings (ASHE) 2018