Lomondo Limited

United Kingdom · 250-499 · www.meliahotelsinternational.com/en/content/corporate-social-responsibility

Reporting year: 2020

Mean pay gap

8.6%

8.6%in favour of men

Median pay gap

8.7%

8.7%in favour of men

Bonus gap

-47.3%

47.3%in favour of women

Pay quartiles (share of women)

Upper (highest paid)

33.3%

66.7%

Upper middle

30%

70%

Lower middle

50%

Lower (lowest paid)

22.2%

77.8%

women men

Mandatory UK gender pay gap report, snapshot year 2020 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2018

Mean pay gap

1.9%

1.9%in favour of men

Median pay gap

-3%

3%in favour of women

Bonus gap

9.3%

9.3%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

46.3%

53.7%

Upper middle

49.3%

50.7%

Lower middle

47.1%

52.9%

Lower (lowest paid)

32.8%

67.2%

women men

Mandatory UK gender pay gap report, snapshot year 2018 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2017

Mean pay gap

8.4%

8.4%in favour of men

Median pay gap

0.1%

0.1%in favour of men

Bonus gap

13%

13%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

41.1%

58.9%

Upper middle

46.6%

53.4%

Lower middle

53.4%

46.6%

Lower (lowest paid)

37.5%

62.5%

women men

Mandatory UK gender pay gap report, snapshot year 2017 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service