Equality and diversity

easyJet is an equal opportunities employer and we always treat employees and applicants fairly regardless of their age, gender, sexuality, full or part-time status, disability and marital status.

We value diversity and inclusivity and believes this contributes to the continued success of the easyJet, by attracting and retaining a workforce which reflects the airline’s customer base and can engage with passengers as individuals.

For example, easyJet employs people of 50 different nationalities. These people are predominantly from countries in which easyJet operates, which provides valuable insight about different markets.

easyJet has also recently begun working with OUTStanding, an organisation which promotes equality and inclusion for people of all sexualities in the workplace.

Gender equality

easyJet works hard to create an environment where women have the opportunity to build careers in all communities and at all management levels of the organisation, by ensuring there is a pipeline of women coming up through the organisation.

We believe that a significant issue for women in business is the lack of female executives at senior management level. Currently too many women are leaving work and the business community is losing a lot of talent before enough women get to executive positions.

easyJet is a signatory to the “think, act, report” campaign which promotes equal opportunities for women in the workplace. The campaign provides a simple step-by step framework to help companies think about gender equality in their workforces, particularly in relation to recruitment, retention, promotion and pay.

easyJet has three female Directors on its Board: the Chief Executive, the Chairman of the Audit and Finance Committees, and one other non-executive Director. The Board has a 30% female make-up.

50% (five of 10) of easyJet’s Executive Management Team are women.

Middle managers will provide the pipeline for future senior managers and increasing the number of women in this group is an important part of our strategy to grow the number of women in our Senior Management Team.

  • Senior Management Team - As at 30 September 2015 15 people out of 65 total were female (23.1%). This is a year on year increase of 1 percentage point.
  • Middle management – As at 30 September 2015 this group was 33.3% female.

As at 30 September 2015 the overall easyJet workforce was 45.4% female.

Gender pay

easyJet welcomes the UK’s Government’s commitment to address the gender pay gap. The Company agrees that greater transparency would encourage organisations to give more consideration to gender pay and help to close the gender pay gap. However, to be meaningful the pay gap comparisons need to be made by type of role. Otherwise the statistics, which should be a useful guide for companies and employees, risk becoming distorted and losing their value.

As an illustration, female pay as a percentage of male pay at easyJet – irrespective of the type of role or any other consideration – is 38.6%. This is based on full-time equivalent basic salary of active UK employees. This is influenced by the salaries and gender make up of easyJet’s two largest communities, its pilots and cabin crew. Pilots are predominantly male and their salaries are higher than for cabin crew, the majority of who are female.

However, easyJet salaries for equivalent roles are broadly equal across the genders, reflecting the Company’s commitment to gender equality. Salaries for pilots and cabin crew are collectively agreed, meaning for example that a female captain’s basic salary will be 100% that of a male captain and a female cabin crew member’s salary will be 100% that of a male cabin crew member.

Within easyJet’s management and administration community female pay as a percentage of male pay is 97% when comparing equivalent roles.