Celebrating diversity and championing inclusion is integral to what we do. The very nature of our trips brings people together from all over the world, building meaningful connections and an understanding of each other’s cultures and ways of life.
It starts with an attitude
With 1,800 staff of 68 nationalities we know our strength comes from our differences, and the freedom our people have to be themselves. It’s a great start. But ultimately, we aim to create a culture of diversity, equality and inclusion that stretches even further – to all corners of the world.
Acknowledging Australia's First Peoples
We believe that travel can play a significant role in establishing peace, compassion and equality. That’s why we completed our first Reconciliation Action Plan (RAP) in January 2019, alongside Reconciliation Australia.
As an Australian-owned business, we recognise our responsibility to make a genuine contribution to closing the gap between our First Nations people and non-Indigenous Australians.
Our 2019-2020 RAP shows our long-term commitment to engaging with Australia’s First People in a meaningful way. Read our plan here.
Growing the number of women in leadership positions
By December 2020, we've set a goal to have 40% female directors on our Board, and a 50/50 split of males and females in our global leadership teams.
As part of our commitment to gender equality, we held our inaugural Women’s Leadership Forum in Cambodia in 2017. This initial forum spawned the introduction of our Global Mentoring Program, geared at supporting and developing our future female leaders.
Increasing our female tour leaders
We are working hard to increase our female tour leaders, especially in countries where women’s employment in tourism isn’t the norm. In 2016, we set ourselves the goal of doubling our female tour leaders by 2020. That’s not an easy feat in some of the countries we operate in, where women are discouraged from pursuing work that may keep them away from their ‘domestic duties.'
In India, women still make up less than 30% of the workforce. We recognised we needed to do more to help drive employment diversity, so we ran social media campaigns and advertised for more women to take up roles in tourism. Since 2014, our female tour leaders in India have grown from two to 22 in December 2017 - more than within any other travel company.
In Morocco, just 25% of the workforce is female. After one year in the role as GM for Peak DMC Marrakech, Zina Bencheikh took our number of female guides from zero to 10 by 2017. Before this, there were only four female guides in the whole of Morocco.
Today, we're proud to say that 27% of our tour leaders worldwide are now female.
Making our tours more accessible
We are committed to making travel accessible for all, regardless of ability or disability. Where possible, we make reasonable adjustments to our operations on scheduled tours to assist disabled travellers. If this cannot be achieved, we aim to offer a private departure.
Creating equality for men and women
At the end of 2017, we become a signatory to the UNGC's Women’s Empowerment Principles. This reflects our commitment to ensuring our policies and practices support both females and males to work flexibly. We believe an individual’s development and career progression should not be disadvantaged by the life-stage choices they make. This means shifting our organisational culture towards outcomes-based working, rather than counting hours spent at a desk.
It also means supporting our employees as their families grow. We provide a minimum of three weeks' paid parental leave for either parent, in addition to any existing government-provided support. Where there is no government support, we ensure the primary caregiver has access to a total of six weeks' paid leave.
Our staff also have access to diversity and inclusion training with a focus on disabilities, LGBTQI, gender and unconscious bias.