C&M Travel Recruitment Reveals Widening Gender Pay Gap in Travel Industry, Highlighting New Challenges in Achieving Equality

Published on May 8, 2025

In May 2025, C&M Travel Recruitment released their Travel Gender Pay Gap Index for 2024, revealing that the gender pay gap in the travel industry had widened to 13.8%, an increase from 11.15% in 2023. The study emphasized that, while women accounted for 66% of all roles in the industry, they were still earning significantly less than their male counterparts. The gap, especially prevalent among higher-paying positions, raised concerns within the travel industry regarding progress towards gender pay equity. Experts across the travel and recruitment sectors noted that despite various efforts to reduce this gap, meaningful progress remained slow, particularly in the higher echelons of the sector.

This report revealed the ongoing challenges facing women in the travel industry and underscored the continued disparities in salaries and career opportunities for women, especially at the senior level. Analysts observed that the widening gap could have profound implications for both recruitment strategies and the future of diversity and inclusion in the travel sector, as the industry works toward creating a more equitable environment for all employees.

Key Findings from the Gender Pay Gap Report

C&M Travel Recruitment’s findings indicated that while the overall gender pay gap had increased to 13.8% in 2024, the figures were not as alarming at lower salary brackets. For instance, the gap for roles paying up to £29,999 was just 1.06%, with men earning an average of £280 more than women. Similarly, for roles paying between £30,000 and £39,999, the gap was slightly higher at 1.47%. These figures suggested that pay disparities were relatively small for mid-tier positions. However, the story was vastly different when looking at higher salaries, particularly for roles earning £60,000 or more, where the gender pay gap jumped to an alarming 23.81%. In this bracket, men earned an average of £83,227, while women made £65,521.

The report highlighted that the gap was most significant in high-paying roles, where men were more likely to be appointed to positions and earned much higher salaries. This disparity raised questions about gender representation in senior leadership and executive roles in the travel industry. Industry experts pointed out that the higher salary brackets, which are often associated with greater decision-making power, were still dominated by men, creating significant barriers to gender equality in top-tier positions.

Gender Role Split and Its Impact on Career Development

Another striking finding from the report was the gender role split within the travel industry. Women continued to be awarded the majority of new roles in the sector, accounting for 66.1% of all new jobs in 2024. While this was slightly down from previous years, where women held 68.3% of the new roles in 2023 and 70.7% in 2022, the trend still pointed to a larger proportion of women entering the industry. However, despite this growing participation, the pay disparity remained substantial.

The report also pointed to the increasing concentration of women in lower-paying roles. For example, women accounted for 68.7% of jobs paying up to £29,999, but this percentage was a decrease from 81.6% in 2022. Similarly, the number of women in roles paying between £30,000 and £39,999 was also slightly down from previous years. Interestingly, for positions earning £60,000 and above, men had begun to dominate, with 61.1% of such positions awarded to men in 2024, up from 57.9% in the previous year.

These figures were telling in that they not only revealed the underrepresentation of women in senior roles but also highlighted a lack of significant progress in addressing this imbalance over the last few years. The industry-wide implications of this trend were significant, as it suggested that women were still being funneled into roles with limited earning potential and fewer opportunities for career advancement. Consequently, this pattern could lead to fewer women in leadership roles, reinforcing gender inequity in decision-making positions.

Challenges and Opportunities for Change in the Travel Industry

Barbara Kolosinska, Co-Owner and Managing Director at C&M Travel Recruitment, expressed disappointment over the findings, noting that the progress made in reducing the gender pay gap had been minimal over the past few years. She highlighted that despite the promising progress observed in 2021, when the gap was narrowed to 6.5% due to the pandemic’s effects, the gap had widened significantly in 2024. This reversal, she explained, was disheartening, especially given the efforts made in previous years.

Kolosinska’s comments pointed to a critical issue in the industry’s approach to gender equality. She noted that while there had been advancements at the lower levels of the industry, with smaller pay disparities in roles paying up to £39,999, the significant gap at the senior level—where decision-making power resides—was concerning. Kolosinska emphasized that, while efforts to address pay disparity at the entry and mid-levels were evident, the highest-paid roles in travel still appeared to be out of reach for many women.

One of the opportunities for change, as identified by Kolosinska, lay in promoting inclusivity and gender parity at the top level. She stated that more attention should be paid to creating pathways for women to enter executive roles and leadership positions. Industry professionals believed that establishing mentorship programs, leadership training, and targeted recruitment efforts for women could help address these issues. They also stressed the importance of companies taking proactive measures to ensure gender equality at all levels of their organizations.

Global and Domestic Travel Industry Implications

From a broader perspective, travel industry analysts suggested that the findings of C&M’s 2024 Gender Pay Gap Index had global implications for tourism and hospitality businesses worldwide. The widening gender pay gap within the travel industry could affect the sector’s long-term sustainability, especially as companies in other industries increasingly prioritize diversity and inclusion in their corporate policies.

Travel professionals predicted that consumers would begin to demand more gender-equitable practices from the companies they chose to patronize. In particular, younger, socially conscious travelers were likely to consider an organization’s commitment to gender equality as a key factor in deciding which brands to support. This trend could drive the travel industry to implement more progressive gender policies, not only to meet regulatory standards but also to attract a new generation of travelers who value equity and inclusion.

Addressing Gender Equality at Senior Levels

Despite the efforts made to address gender pay disparities in entry-level positions, the gender pay gap at senior levels remains a persistent issue. This gap has not only affected women’s wages but also limited their access to high-paying executive roles. For example, the pay gap at roles earning £60,000 and above reached 23.8%, with men in these positions earning an average of £83,227, compared to the £65,521 earned by women in similar roles.

Travel industry experts suggested that addressing this disparity would require systemic change at the organizational level. Companies would need to focus on creating more inclusive leadership pipelines that encourage women to apply for senior roles and ensure they receive equal opportunities for career development and progression. One potential solution was the creation of gender-blind recruitment processes to prevent unconscious biases from influencing hiring and promotion decisions. This could ensure that the best candidates are chosen for leadership roles, regardless of gender.

Experts pointed out that the global tourism industry had an opportunity to set an example for other sectors by actively working to close the gender pay gap. Given the industry’s large-scale influence, especially in countries heavily dependent on tourism for economic growth, this movement could have significant economic and social benefits both in the travel sector and society at large.

The Role of Companies and Organizations in Closing the Gap

Several companies in the travel industry have made significant strides in addressing gender pay disparity by setting up programs to ensure equal pay for equal work and increasing gender diversity within their leadership teams. However, as C&M’s research indicated, these efforts are not enough, particularly at the highest levels of the industry.

A comprehensive strategy to tackle gender pay inequality would require strong leadership, transparent pay structures, and active monitoring to ensure that the disparity is addressed. Experts suggested that organizations should establish clear goals and timelines for reducing the gender pay gap, as well as diversity quotas for leadership positions.

Furthermore, it was recommended that companies take a holistic approach by investing in leadership development programs aimed at equipping women with the skills, knowledge, and experience needed to excel in senior roles. These initiatives would not only help level the playing field but also ensure that the travel industry benefits from the full range of talent available, regardless of gender.

The Path Forward for the Travel Industry

The findings from C&M Travel Recruitment’s Gender Pay Gap Index 2024 reveal a critical issue in the travel industry that must be addressed to ensure long-term sustainability and growth. The increasing gender pay gap at the senior level calls for urgent action from both industry leaders and organizations to promote gender equality at every level of employment.

As travelers and consumers continue to demand greater transparency and equality from companies, the travel industry must step up its efforts to close the gender pay gap, particularly in high-paying, decision-making roles. Through targeted action, increased diversity in leadership positions, and a commitment to equal pay, the travel industry can improve its reputation as a fair, inclusive sector that values all employees equally.

Global travelers, especially those from younger, more socially conscious generations, are likely to increasingly support companies that demonstrate a commitment to gender equality and fair pay practices. As such, addressing the gender pay gap will not only benefit the employees but also lead to greater customer loyalty and attract a new, conscientious generation of travelers who prioritize equality in their choice of brands and experiences.