Gender pay gap ‘widens to 14%’ Samantha Mayling


A “disappointing” widening of travel’s gender pay gap could be due to poor representation of females in top roles and lack of change in the workplace, say experts. C&M Travel Recruitment


figures show the average female pay packet was almost 14% less than the male equivalent last year, compared with 11% in 2023. This meant the gender pay gap


rose to £5,238 in 2024 – up from £3,678 in 2023 – with women earning an average of £35,245 compared with £40,483 by men. The figures are based on applicants


accepted for jobs advertised through C&M Travel Recruitment. However, C&M attributed the pay


£35,245 Women’s average pay last year – £5,238 less than men’s – says C&M


gap largely to executive salaries – for roles paying £60,000-plus – with men out-earning women by almost 24%. The average man in this employment bracket took home £83,227 compared with £65,521 for women. Barbara Kolosinska, C&M


Travel Recruitment co-owner and managing director, said: “It’s extremely disheartening that when women reach the £60,000-plus level, there is a very large disparity.” She said issues include a


Expedition cruise lines ‘must highlight differences to grow’


Ella Sagar


Expedition cruise lines must get better at communicating their differences to agents if the sector is to continue to grow at pace. That is according to key


industry figures who discussed the opportunities and challenges during a round-table discussion hosted by Clia. The eight-strong panel agreed there was “a real energy” about expedition cruising but highlighted challenges around awareness and marketing. The one agent on the panel,


Mundy Cruising managing director 6 15 MAY 2025


Edwina Lonsdale, said: “Expedition now is like mainstream cruise in the 90s where you had to explain the concept before you got to the brand. “There is quite a low awareness


of different brands and values, and a very low understanding of why different things should cost different amounts because it’s all expensive.” She added that “the question


of putting the right people on the right product” remains because “differentiating is so difficult”, despite high engagement from the trade. Lynn Narraway, UK and EMEA


vice-president at Seabourn, echoed these views. “The biggest challenge is


belief that some women won’t be committed because of family duties. She also said many women don’t


know what their male counterparts earn – and advised them to approach employers or HR about it. Kristina Wallen, group managing


director at Harp Wallen Executive Search & Recruitment, said she had not seen “notable discrepancies, largely because salary banding and benefits are typically defined at the outset of the search”. “This transparency helps ensure


that the remuneration offered to successful candidates is consistent, regardless of gender,” she said. “Where we have observed


potential discrepancies in the past is more within organisations where individuals have progressed through


the ranks internally. We’ve also noted some differences historically in how bonuses are awarded: the bonus pay gap or incentive pay disparity.” Jayne Peirce, Jayne Peirce Travel


Recruitment founder, reported seeing “primarily a representation issue rather than pay disparity at senior levels”, adding: “For positions paying £75k and above, approximately 60% of candidates are male. However, when comparing candidates for these senior positions, I don’t typically see a gender pay gap. The challenge appears to be more about the pipeline and representation than about pay discrimination at the point of hire.” Alessandra Alonso, Women


in Travel CIC managing director, warned diversity and inclusion is “taking a step backwards”.


Expedition ship in Antarctica


to get travel partners to understand the differences between the brands and how there’s something for everyone, like there is for hotels and the ocean side of the industry,” she said. Anthony Daniels, Ponant UK


and Ireland general manager, and Craig Upshall, Albatros Expeditions sales director for the UK, Europe, Middle East and Australia, said operators should focus on explaining the differences in onboard features, rather than the shore experiences. Daniels called on operators to


showcase the scientific research on expedition vessels more prominently as it has “positive credentials”.


Upshall suggested consolidation


of lines “may be coming” in the future because of the growing number of new operators entering the market. Jos Dewing, co-founder and chief


executive of ExplorEarth, a platform showcasing expedition cruises, also urged operators to speak more about their work in citizen science as “it cuts through to agents”. He said: “People can ask if it’s greenwashing. But it is an amazing thing as an army of scientists do research that no NGO or institution could afford to do.” He said he felt for agents new to


selling expedition cruise, saying there was a “lot of noise” to navigate.


travelweekly.co.uk


PICTURE: Shutterstock/stylefoto24


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44  |  Page 45  |  Page 46  |  Page 47  |  Page 48  |  Page 49  |  Page 50  |  Page 51  |  Page 52