Gender pay gap summary

Our Gender Pay Gap report covers Howserv, the operations division of the Staysure Group. As a leading travel and pet insurance provider with several well-known brands within our Group, we continue our journey toward becoming a leading international insurer, giving our customers greater flexibility and autonomy through our digital products and services.  

 

We pride ourselves on consistently delivering excellent customer service, which has helped us achieve recognition on Trustpilot as the UK’s most trusted travel insurance provider, with over 250,000 customer reviews.  

 

Over the past year, the Staysure Group has continued to grow at pace. Our expansion has been supported by our hybrid working model, with most people working between home and our offices in Northampton and Crawley. This approach enables strong collaboration between teams while also allowing colleagues to meet regularly in person, helping to build relationships and maintain valuable connection time across the business.

 

As with previous years, we continue to see an under-representation of males within our Operations division, where females make up the majority of the workforce.  

 

In 2024, both hourly pay and bonus pay increased compared with 2023. However, this year’s results show that women earn 90p for every £1 earned by men when comparing median hourly pay, representing a 9.7% lower median rate. The mean (average) hourly pay shows a 15.2% lower rate for women.  

 

Across our pay quartiles, women hold 53.7% of the highest-paid roles and 85.2% of the lowest-paid roles. This demonstrates strong female representation throughout the business but highlights a continued imbalance in entry-level roles.  

 

When reviewing bonus pay, women earn £0.75 for every £1 earned by men based on the median bonus, which is 25.2% lower. The mean (average) bonus shows women’s bonus pay is 35.9% lower than men’s. Despite this, a higher proportion of females received a bonus this year (73.8%) compared to males (60%).  

 

Mean calculation – The mean is calculated by adding up the wages of all relevant employees and dividing by the number of employees. The mean gender pay gap is the difference between the mean for males’ and females’ pay.  

 

Median calculation – The median is the figure that falls in the middle of a range when all the salaries of a relevant group are lined up from smallest to largest. The median gap is calculated based on the difference between the employee in the middle of the range for both males and females.  

We remain committed to building a diverse, inclusive, and equitable workplace, ensuring that everyone has access to the same opportunities, pay, and progression - regardless of gender, background, or identity.  

 

Our employee offering continues to be shaped by regular feedback from our people, collected through engagement surveys, focus groups, and day-to-day conversations. Following this feedback, we have enhanced our benefits framework, giving colleagues greater flexibility and choice so they can select the benefits that matter most to them and their families.  

 

Developing our leaders continues to be a core priority. Our new Leadership Programme is equipping current and future leaders with the skills, knowledge, and behaviours needed to support their teams, embed the right culture, and contribute to the Group’s continued international growth.  

 

We are also strengthening our internal talent pipeline through succession planning and career development initiatives. By identifying and nurturing high-potential individuals, we aim to improve representation across senior roles and ensure long-term stability in our leadership structure.  

In addition, we have launched a new Apprenticeship Programme, creating 71 opportunities across all levels of the organisation. This provides valuable pathways for people to gain new skills, qualifications, and experience, whether joining the business for the first time or looking to grow into new roles. This represents our commitment to continuous learning and building a workforce that reflects the future needs of the Group.  

 

We are proud of our diverse and inclusive culture and remain focused on ensuring that every voice is heard. By continuing to develop our leaders, invest in future talent, and listen to our people, we aim to build a workforce that reflects the diversity of our customers and communities, providing equal opportunities for all.  

  

Craig Morton, Chief Financial Officer