Bridget Harris

This is the You Can Book Me team and the ratios of the salaries that we pay.

So you can see here that in terms of the sticker price of salaries, there's a 331% spread between the lowest and the highest paid.

But if you compare it to the actual cost of employment, that spreads much higher.

And if you look at the take home, that spreads much lower, which means that I have a team 4.3% ratio, 4.3 times if you like.

The whole company, as we get richer, as we get more successful, we can move the whole team along.

So we hunt for profit like a pack.

So we're not putting some big outliers at one end or the other end.

Because what I can say is, if you stick with You Can Book Me, and if you're a high-performing problem solver, and you stick with us for over a long time, you will get remunerated via profit.

And that's my logic.

So let's talk a little bit about how we share the profit in my last few minutes.

So the scheme.

This is quite heavy in terms of content, so I think it is all printed out.

You've got copies of this, so I'm very happy to talk about this in detail.

But basically, our logic is you've got to be employed, you can't be on a disciplinary, and you have to have worked for us for at least a year and a half.

We then look at our net profit, excluding any extraordinary costs, like foreign exchange currency stuff happens a lot, and...

I don't know, it's like one-off donations or something.

But otherwise, we just take a quarterly three-month P&L and we take 10% of our profit and we distribute it.

And then what we do is we do reward tenure.

So you get a higher percentage of your eligibility for a share for the longer you stay.

And then we basically vest that at four years and we just pay it into people's paychecks.