As a global company whose driving force is to connect people through travel, it may come as no surprise that diversity and inclusion is close to our hearts.

We believe our strength as a team is in our differences; and we are about as diverse as they come. Our more than 1,800 office-based staff and tour leaders are made up of 68 different nationalities, and are a mix of races, cultures, sexual orientations and religions.

We recognise the barriers that can get in the way of attracting, retaining, and developing the best people, and we’re committed to addressing and combatting these. Plus, we know from experience that tapping into the entire talent pool makes for a more effective and creative business.

To us, it's about more than hitting representation-based targets. It's about creating inclusive teams by fostering the equal and meaningful participation of all staff at every level.

Diversity and Inclusion

But we can always improve. That’s why we’re always aspiring to be better. Our current diversity and inclusion-based initiatives include:

  • Our goal to have 40% female directors on our Board, and a 50/50 split in our Global Leadership Team by 2020
  • In 2017, we introduced a Women’s Leadership Forum, to connect our future leaders across the globe with our Global Leadership Team
  • Our Women’s Leadership Forum spawned a Global Mentoring Program, where mentees are supported in developing and/or exploring their leadership potential, while building global networks outside of their teams
  • In March 2017, we set a goal to double our female tour leaders by 2020 – not an easy feat in some of the countries in which we operate; where women’s employment (in tourism and otherwise) isn’t the norm
  • We became a signatory to the UN Global Compact Women’s Empowerment Principles in 2017
  • From 2018, we've provided of a minimum of three weeks’ Paid Parental Leave for either parent (in addition to any existing government-provided support)
  • Also from 2018, we have required both a male and female to sit on all interview panels, to ensure diverse perspectives and combat any unconscious bias
  • All staff have access to diversity and inclusion training, with a focus on disabilities, LGBTQI, gender and unconscious bias