Gender pay gap of full time tourism and hospitality jobs in the UK 2018, by industry

* Gender pay gap is defined as the difference between men's and women's average hourly earnings (excluding overtime) as a proportion of men's average hourly earnings (excluding overtime). Positive figures denote the average percentage by which women earn less. A minus figure indicates the percentage by which women earn more on average.
** The source states that estimates are considered reasonable quality (coefficient of variation (CV) >5% and <= 10%)..
*** The source states that estimates are considered low quality and should be treated with caution. (CV > 10% and <= 20%).
Note that a CV less than or equal to 5% is considered good quality.

The statistic uses the median rather than the mean average, as this is the preferred measure of average earnings. Median is the value below which 50% of jobs fall. It gives a better indication of typical pay than mean as it is less affected by a relatively small number of very high earners and the skewed distribution of earnings.

Industry sections based on UK Standard Industrial Classification of Economic Activities 2007 (SIC 2007).

Full-time defined as employees working more than 30 paid hours per week (or 25 or more for the teaching professions).

The source adds the following information: "The figures in ASHE relate to the reference date of 26 April 2017 and thus capture the early effects of the changes to the National Living Wage (£7.50) for employees aged 25 and over on 1 April 2017, as well as the changes to the National Minimum Wage of other age groups (£7.05 for those aged 21 to 24, £5.60 for those aged 18 to 20, £4.05 for those aged under 18 and £3.50 for apprentices aged under 19 or in the first year of their apprenticeship), which also occurred on the same date."