On 1 April, Carnival UK published its latest Gender Pay Gap Report, which measures the difference in mean and median earnings (for pay and for bonuses) between all women and all men across the organisation, across all positions.

Our latest report provides details of our gender pay gap as of 5 April 2022 and the actions we’re taking to address it. 

Mean gap explained

The ‘mean’ is the ‘average’ found by comparing the mean female salary with the mean male salary, for which we look at the average hourly rate of pay of women and men at Carnival UK in April 2022. The same calculation is applied to determine the mean gender pay gap for bonuses, but for this we look at bonuses paid over a 12-month period to April 2022.

Median gap explained

The ‘median’ is the ‘middle point’ and best understood by thinking in terms of a list. If we listed the salaries of all female employees in order of highest to lowest and did the same for all male employees, the median gender pay gap is calculated by taking the salary that falls in the middle of each list and comparing them. The same calculation is also applied to determine the median gender pay gap for bonuses paid, but for this we look at bonuses paid over a 12-month period to April 2022.

Key headlines: 

Fleet: 

Our Fleet Gender Pay Gap Report provides details of our gender pay gap for the onboard employees, employed by FMSI on Britannia and Iona, based on data from April 2022. At this time, Britannia and Iona were the only United Kingdom registered ships within the fleet, and are accordingly the only ships for which this reporting obligation applies.

Whilst the number of employees falls below the legally reportable number this year, we are reporting anyway, due to our commitment to diversity, equity and inclusion.

Since April 2021: 

• The median pay gap has decreased from 52% to 5.1% and the mean pay gap has decreased from 16.7% to 5.1%. This snapshot included 1671 relevant employees for pay.
• The median bonus gap has decreased from 118% to 18.1%. 49.4% of male employees received some kind of bonus, and 52% of female employees received some kind of bonus.

Note: The 2022 snapshot was taken 5 April 2022 therefore April payroll data has been used to calculate our gender pay gap. The large percentage decrease in the headlines is likely down to the low reportable numbers, which are based on a snapshot of time where not all roles were filled.

Bonuses earned from period 6 April 2021 – 5 April 2022 have been used to calculate our bonus gap. The data is limited to FMSI employed ship’s company embarked on Britannia and Iona at the snapshot date.

---

Shoreside:

Since 2018, our mean gender pay gap has reduced by 9%. Our gender pay gap is an indicator that more male employees are in positions that command higher pay.  To eradicate the gap, we need greater gender balance across the organisation, and will continue our focus on increasing the number of women in senior roles in general, addressing gender representation across the various teams and business areas. 

Since April 2021: 

• Our median pay gap has reduced to 37%, down by 1%, and the mean has reduced to 35%, also down by 1%.
• Representation of women has improved by 1% in all quartiles besides the lower middle quartile which reduced by 3% to 69% from 72% in 2021.
• Median bonus gap increased significantly to 81% from 47%* and mean bonus gap reduced by 2% to 68% – which is still high but is trending in a positive direction compared to previous years due to a significant increase in the proportion of the population who were paid bonuses.

*The bonus in this reporting period was paid to a wider population than in a normal year: company wide and across career levels as a form of appreciation for the hard work our colleagues put in. So, the median bonus for men was higher than for females due to the imbalance in gender representation at all levels, which caused the bonus gap to be 81%.

Note: The 2022 snapshot is 5 April 2022 therefore April payroll data has been used to calculate our gender pay gap. Bonuses earned from period 6 April 2021 – 5 April 2022 have been used to calculate our bonus gap.

Understanding the report: 

Shoreside colleagues Asha Sorenson, DEIE Manager, and Stephen Whiteland, Senior Manager, Reward have shared a helpful overview of what the Gender Pay is and why we report on it. Watch the short video to learn more:

Our goal is to create an environment where everyone can be themselves and for Carnival UK to be known and chosen for its inclusive culture. We continue to focus on creating an inclusive environment to attract the best talent and to enable our people to innovate and grow, whatever their background, belief, or preferences. We’re committed to closing our gender pay gap with long-term solutions, focused on a gender-balanced talent pipeline and supporting women to progress their careers with us.

Read the report: Click here to view the 2023 report for Carnival UK shoreside and click here for the Fleet based report. Links to previous reports can also be found on the Diversity and Inclusion pages on our brand websites (Cunard, P&O Cruises)

If you have any questions about the Gender Pay Gap Report, please email: asha.sorenson@carnivalukgroup.com.