Our people are our greatest asset and are what makes our business successful

During 2023 we have made good progress in improving our gender balance in senior roles, as well as developing our colleagues across the business, helping our colleagues, learn more, earn more and belong.

Diversity & Inclusion

We believe everyone should feel welcome and part of the Travelodge team.

Read more

People Development & Labour Practices

At Travelodge we want people to feel they have the opportunity to be their best.

Read more

Customer Accessibility

At Travelodge we believe everyone should be treated fairly.

Read more

Diversity & Inclusion

We believe everyone should feel welcome and part of the Travelodge team. In 2024 we’ll continue our focus on improving the balance of gender and ethnicity within our teams at all levels.

We know there are so many benefits to having a diverse team and we continually monitor the diversity of our workforce to ensure we support a culture of equality, diversity and inclusion. We have both an Equality and Diversity and Trans Inclusion Policy in place.

And to be sure everyone feels like they have a voice, listening groups are available for our colleagues that look at topics that are important to them so we can take positive action to make Travelodge a great place to work.

Gender Diversity

Our focus on gender diversity has helped us to a position where around 63% of our Hotel Managers are women and we also made good progress in 2023 with gender balance at senior level. 48% of our Senior Leadership Team and 57% of our Operating Board are women. We continue to have targets in place to ensure we remain focused on our gender balance.

Ethnic Diversity

In the UK, around 18.3% of the population is from a minority ethnic background.

• 67% of our workforce identify as white
• 26% from ethnic minority backgrounds
• 7% prefer not to say

In our Senior Leadership Team there is limited representation from minority ethnic groups:

• 88.5% identify as white
• 5% from minority ethnic backgrounds
• 6.5% prefer not to say

This therefore continues to be a focus for us in 2024.

We know we have more work to do to champion ethnic diversity, especially within senior level roles, and have action plans in place to address this throughout 2024 and 2025.

People Development & Labour Practices

At Travelodge we want people to feel they can be their best, which is why we’ve set some big targets for internal promotions and multiskilling. And with many hourly paid colleagues, we are always mindful of giving people the opportunity to earn more for doing more.

“We are committed to creating an inclusive workplace, providing decent work with opportunities to learn more and earn more, where everyone can be their true self and belong.”

It is essential our colleagues know what opportunities are available to them so they can develop and progress. Last year we launched 2 new levels of our management development programme Aspire, enabling hotel colleagues to progress their careers from Team Member to Hotel Manager, as well as having the opportunity to achieve a recognised qualification as part of their journey.

Our Aspire programme was highly commended by The Rt Hon Justine Greening in our Levelling Up Impact report and was recognised at the recent Purpose Coalition Awards where we won the award for Fair Career Progression, which is one of the 14 Purpose Goals.

In our hotels, a larger percentage of women work in lower-paid roles compared to senior roles, however, between 70% and 80% of hotel management role vacancies are filled internally each year. Developing colleagues to enable them to progress into more senior roles will, in turn, support our gender diversity targets.

The importance of housekeeping is key for Travelodge along with the capability to assist customers when needed. Therefore, we always encourage colleagues to complete training to upskill them in other roles and become multi-skilled.

Our head office colleagues wanting to develop their careers can take advantage of an in-house People Management Programme, and in 2022 we launched Limitless, aimed at middle management colleagues with a focus on health, motivation and performance.

Customer Accessibility

At Travelodge we believe everyone should always be treated fairly and last year we partnered with Disability Positive, who helped us review our policies and procedures, the equipment we use at our hotels and the way we train our colleagues.

We have a wide range of customers using our hotels every day, so we always want to make sure they’re accessible and welcoming to everyone. In consultation with Disability Positive, we’ve improved our Disability Awareness training as well as updating our online booking process to allow guests booking accessible rooms to state whether they wish their room to be set up as a twin or double. Guests booking accessible rooms can now also provide details of additional assistance they may require.

We also hold research groups so we can hear first-hand from our customers what their needs are allowing us to give them the best stay possible.

And it’s not just our hotels, Travelodge is committed to making our website accessible to all users, including people with disabilities. Our UK website has been developed in accordance with the Web Content Accessibility Guidelines 1.0 which help promote accessibility.