全球商务旅行协会：2023年企业差旅经理报告_76页_2mb

Compensation: US travel managers expect a 3.5% median raise (mean $127,500), while EU expect 1.9%. Both regions' increases lag inflation, impacting purchasing power. US managers at large programs (>$30M spend) earn more; women (74%) and minorities (11%) underrepresented.

Demographics: Travel managers are mostly women (74%), with entry via supplier/TMC (49%) or procurement (28%). Gender pay gaps persist (e.g., 2019: males earned ~11% more than females).

Career Satisfaction: 89% "like" or "love" their careers, 89% find work engaging. Women-majority, but EU has lower NPS (-12) than US (-9), indicating potential regional dissatisfaction despite high satisfaction.

Roles: Rarely solely travel-focused (39% full-time); often split between travel and areas like finance or procurement. A shift toward procurement/finance backgrounds in newer roles.

COVID Impact: Pandemic highlighted value, likely preserving stable positions (avg. 4.8 staff, pre-pandemic was 5.0). Women-dominated teams have lower senior-leader appreciation in Europe.

Structural Insights: Programs vary (centralized vs. regional); 47% EU managers over-represented in HR-departmented programs. Departments: Procurement (US), Finance (EU). Response in cultural norms.

Program Structures: Most managers jacks-of-all-trades (47% of respondents); exceptions by firm size. Requires ballance between global uniformity and regional policies.