GENDER PAY GAP REPORT 2018 PUBLISHED APRIL 2018
GENDER PAY GAP REPORT 2018 Jo Rzymowska Vice President and Managing Director Celebrity Cruises UK, Ireland & Asia Adriana Machado International HR Director RCL Cruises Ltd. Claire Stirrup Sales Director Celebrity Cruises UK&I Ruth Marshall Vice President Legal RCL Cruises Ltd. Roshni Patel Head of Brand & Planning Royal Caribbean International UK&I 2
GENDER PAY GAP RCL CRUISES LTD. S COMMITMENT RCL Cruises Ltd. is today reporting on the results of its gender pay gap calculations for its 320 UK based staff, its analysis of the findings, and commitment to closing the gap and celebrating gender equality across its business. The gender pay gap reporting requirements came into effect on 6 April 2017 as an amendment to the Equality Act 2010, requiring employers of over 250 employees to publish prescribed statistics relating to UK employee pay, for publication before 5 April 2018 (and annually thereafter). Gender pay gap reporting is part of the UK Government s strategy to reduce the gender pay gap. 3
GENDER PAY GAP RCL CRUISES LTD. S COMMITMENT Developing and rewarding our people is at the heart of RCL Cruises Ltd. s business strategy and we are committed to offering equal and motivating opportunities for all employees, regardless of gender. As part of our analysis for the gender pay gap report, we also looked at pay equality across our business, and uncovered a few, isolated occurrences which we have already rectified. This means that RCL Cruises. Ltd. UK&I now has 100% pay equality. The results of the full report have reinforced the need to maintain and launch measurable initiatives that help us motivate and develop our female workforce to achieve their full potential. By the time we report again in 2019, we aim to have significantly reduced our pay and bonus gaps. 4
GENDER PAY GAP REPORT RESULTS Proportion of males and females in each pay quartile and gender pay gap 38.28% Mean gender pay gap in hourly pay 27.24% Median gender pay gap in hourly pay 59.87% Mean bonus gender pay gap 38.18% Median bonus gender pay gap 5
GENDER PAY GAP REPORT RCL CRUISES LTD. S GOALS OUR RESULTS Our gender pay gap and bonus gap reflects a consistent pattern seen across the UK economy and work force, as you will see within this report. Like other employers our results are based on a data snap shot taken in April 2017 and reflect that (at this time) the position was driven by: A higher proportion of men in more senior roles A higher proportion of women in more junior roles Few women in our technical and IT roles which are higher paid Few women in our senior marine roles which are higher paid Senior female members being on maternity leave The actions we are putting in place will enable us to make progress to close both the gender pay gap and bonus gaps by reviewing our employee s packages from a total rewards perspective. 6
GENDER PAY GAP REPORT RCL CRUISES LTD. S GOALS This work began in 2017, and includes work such as: ACTIONS TAKEN IN 2017 100% PAY EQUALITY ACHIEVED WOMEN S EMPLOYEE RESOURCES GROUP ESTABLISHED We will be using the insight generated through analysing and reporting our gender pay gap to improve our diversity policies and practices. ENHANCED ALL PARENTAL LEAVE BENEFITS FEMALE SUCCESSION: 6 SENIOR FEMALE PROMOTION 7
GENDER PAY GAP REPORT RCL CRUISES LTD. S GOALS OUR COMMITMENT By the time we report again in 2019, we will have reduced our pay and bonus gaps and are committed to reducing the gaps year on year. We are setting ourselves measurable targets and will track our progress until the gap has been closed. Whatever the role in the company, we are committed to ensuring pay and bonus rates are benchmarked against those across our sector to ensure our female employees are paid competitively and comparably with their male counterparts. This is to be reflected in our recruitment policies to ensure a greater balance of men and women within the quartiles and in our annual salary reviews. In addition to our annual gender pay gap reporting, we have a number of initiatives underway specifically designed to help close our gap, including line manager assertiveness and leadership training, supporting dedicated diversity employee group meetings and an investment in everywoman Network membership for all our employees, both male and female, to give them access to an online development platform that is proven to help develop the careers of those who participate. We will review and add to this list every year. LISTENING MENTORING RETURN FROM LEAVE SUPPORT EVERYWOMAN PARTNERSHIP LEADERSHIP DEVELOPMENT FOR WOMEN GENDER PAY GAP MONITORING: TOTAL COMPENSATION REVIEW TRAINING DATA 8
CLOSING THE GENDER PAY GAP WITH EVERYWOMAN Our partnership with everywoman, the membership organisation recognised for advancing women in business globally, sees RCL Cruises Ltd. shining a spotlight on and uncovering role models in our industry through our support of the everywoman in Travel Awards programme. In addition, we are investing in giving everywoman Network membership to all of our employees, an online learning & development platform which research proves, supports 42% of its members in achieving promotions and 81% of members state that access to the platform enables them to develop their careers. 9
SUMMARY RCL Cruises Ltd. prides itself on being an inclusive organisation that promotes and encourages a diverse culture where all our talent can thrive. We have a dedicated Diversity and Inclusion Team championing opportunity for all and executing our gender pay gap action plan. Our many employee affinity groups are supporting this work by carrying out activities which celebrate, develop and engage our diverse talent. This report was approved by the Vice Presidents, Stuart Leven and Jo Rzymowska Stuart Leven Vice President EMEA and Managing Director Jo Rzymowska Vice President and Managing Director RCL Cruises Ltd. Celebrity Cruises UK, Ireland and Asia Gender Pay Gap Report 2018 10