Avaya Gender
Pay Gap Report:United Kingdom,April 2023

Avaya Gender Pay Gap Report: United Kingdom

avaya.com

At Avaya, we are focused on fostering a Destination Place to Work, building
a culture of success where everyone feels valued, productive, and has
equal and ample opportunities to learn and grow. As a team, we’re allabout thriving both inside and outside the workplace, with flexible,supportive, and inclusive work practices, and rewards and recognition fora job well done.

Avaya operates in an industry and sector with historic gaps in gender
employment and pay which persist today. This report is a key elementof our regular internal analyses and benchmarking process with the aimof eliminating those historic and current employment pay gaps. We setgoals, activate plans to reach them, and evaluate the success of our efforts.
We’re listening, learning, and building on those lessons, and we commit
to continuing our efforts in this area to ensure equal opportunities and astrong sense of belonging for everyone at Avaya.

Alan Masarek
Alan Masarek, Avaya CEO.

© 2023 Avaya Inc. All Rights Reserved.

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Introduction

Our people are the force behind our every success. We celebrate every person in our global Avaya
community with an ongoing commitment to Diversity, Equity, Inclusion, and Belonging.

“Diversity” is more than a buzzword or corporate line item for us. Being around people who aredifferent from us makes us more creative, diligent, and hard-working as we learn from each other.
In an environment that emphasizes Diversity, Equity, Inclusion, and Belonging (DEI&B), we become
more empathetic, which enables us to better understand each other’s feelings and circumstancesand often leads to more innovative thinking and improved outcomes. This shapes not just a better
workplace, but a better world. And it’s why, as Avaya works on transformation across our business,DEI&B is a major focus in our pursuit as a Destination Place to Work.

Fortunately, from executive leadership on down at Avaya, we fully believe in and actively promote theimportance of DEI&B. Our goal as a Destination Place to Work is to create a culture of belonging whereevery person feels equally included, valued, heard, and respected and fundamental to this is
our commitment to equality – including equal pay for equal work.
In Avaya’s recent employee engagement survey, an overwhelming majority of Avaya employees said
they value the progress the company made in DEI&B in 2022, but we know there is more to do. As wefurther our commitment to equality, Avaya undertakes regular internal and external benchmarking
analyses to evaluate, identify and mitigate historic and existing pay gaps within our industry—settinggoals and continuously monitoring the impact.

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Avaya Gender Pay Gap Report: United Kingdomavaya.com

This UK Gender Pay Gap report, our sixth, is consistent with our on-going commitment to transparency
and seeks to provide us with an understanding of the differences between males and females within theAvaya UK employee population, per the applicable reporting requirements.
The figures show the mean (average) and median (mid-point) gap. These identified gaps continue tobe monitored by Avaya and show an increase over our prior report, partially driven by attrition and theinclusion of significantly different roles and seniority within this single analysis. But, like many of ourmarket peers, we have a higher representation of men in higher paying roles, which negatively amplifies
the gaps using the Gender pay gap reporting (GPGR) methodology.
Our own routine pay equity review shows that in a like-for-like comparison of non-quota carrying roles,
the average hourly rate almost always favours females. Similarly, if we isolate Quota-carrying roles(Sales), our Mean Hourly Pay Gap favours females (-15.4%) as does the Mean Bonus Pay Gap (-20.5%).
We continue to work toward a deep understanding of the factors that impact attrition of womenin the workplace, to accelerate solutions that go beyond flexible work options and address culture
and behaviours, and to empower leaders to explore new possibilities to address long standing
impediments.

We acknowledge the industry-wide challenge we face for available skills and maintain our focus ondeveloping and retaining our female talent from early in career through senior leadership. To achievethis, we offer several leadership and employee development programs globally, all designed to attract
and retain female talent, and prepare females to progress over time into more senior, higher paid roles
across the organization. Highlights of our initiatives include:© 2023 Avaya Inc. All Rights Reserved.

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Avaya Gender Pay Gap Report: United Kingdom

Leadership Development Programs

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Avaya Global Mentoring Program

Avaya offers a variety of leadership development programs foremployees at all levels, from first-time leaders to executives. We maintaininternal programs supported by leadership activities and offer custom
programs through our partnership with some of the most well-respectedthought leaders in the industry. Our women’s development program is
an immersive experience looking to drive positive change results andaccelerate the advancement of female talent across all lines of businessin our organization, equipping them with the necessary tools to increase
their leadership impact.

We offer a Global Mentoring Program, which is designed to enable
employees take an active role in their career development journey.
Through a paired mentoring relationship, people from across theorganization can connect to share and learn critical knowledge and skills.
We partner with our Employee Resource Groups to encourage female
employees to participate in Mentoring as mentors, mentees, or both. This
program provides opportunities for participants to increase key businessacumen, develop interpersonal and leadership skills, and build crossfunctional and global connections. During our fiscal year 2022 (Oct 1,2021-Sept 30, 2022), 88 mentees were in active Mentoring partnerships,
dedicating a total of 853 hours to their personal and professional
development and sharing a 4.8/5.0 relationship satisfaction rating.

Avaya Academy & Avaya Accelerate Programs

We take a continuous improvement approach to our Avaya Academy program to meet their needs and those of our organisation. This global
training program for recent college graduates provides an immersive training experience with insight into the industry, Avaya’s offerings, andoutcome-based skills to accelerate their success into entry-level positions across the business. Avaya maintains several Academy programs tailoredto support the introduction of early-in-career employees into different business units across the globe, including the Avaya Sales Academy andAvaya Technology Academy.

As a continuation and to develop high-potential future leaders, we also offer our Avaya Accelerate program. This program takes early-in-career
employees to the next level, focused on providing a safe environment in which to hone their business acumen, develop and practice strategies tomaximize productivity, explore and develop their career path and continue to build a strong cross-functional network of peers and leaders across Avaya.

© 2023 Avaya Inc. All Rights Reserved.

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Avaya Gender Pay Gap Report: United Kingdom

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Employee Resource Groups

Avaya’s seven Employee Resource Groups (ERGs) are core to our DEI&B
strategy and provide opportunities for employees to come together toinspire, motivate, learn, and develop – all while influencing businesschange. Avaya has benefitted from significant growth in our ERGs, andwe are proud of all that we have accomplished, but we see many more
opportunities to build on our successes.

To take this momentum to the next level, we are launching Avaya
United, the official shared voice for Avaya’s equity and inclusion
initiative. Each ERG’s identity will remain but will also be part of a larger
collective DEI&B committee, sponsored and supported by our CEO Alan
Masarek to position Avaya as a Destination Place to Work that values avariety of voices and open sharing of ideas, as well as one that influenceschange outside of company walls.

A Re-imagined Hiring Model

In recent years we’ve put in place measures to mitigate bias, drive
inclusive hiring practices and help ensure a diverse talent pool. We
achieve this through inclusive hiring processes, inclusive job descriptions
and by implementing tools that support hiring decisions at every stage
with merit-based screening and gender neutralization automation tools.

© 2023 Avaya Inc. All Rights Reserved.

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Avaya Gender Pay Gap Report: United Kingdom

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Avaya Gender Balance Goals
and Action:

The gender pay gap calculations provided in this report are summary statistics
using a snapshot date of 5 April 2022, which compare the pay received by
all females to the pay received by all males employed by Avaya in theUnited Kingdom.

Avaya Gender Pay Gap Results:

Hourly Pay
The mean pay variance is thedifference between the averagehourly pay of men and women

The median pay variance isthe difference between the
midpoint in the ranges of hourly
pay of men and women

Bonus Pay
The mean bonus pay varianceis the difference between theaverage bonus pay of menand women

The median bonus pay varianceis the difference between the
midpoint in the ranges of bonus
pay of men and women© 2023 Avaya Inc. All Rights Reserved.

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Avaya Gender Pay Gap Report: United Kingdom

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Avaya UK 2023 Gender Pay Gap Data
Average pay difference between
women and men

Percentage Receiving Bonus Pay

Full-Time Employees

Hourly Pay

Full-Time Employees

Bonus Pay

18%

The percentage of employees
receiving a bonus:

24%

96.2%

Men

93.5%

Women

Mean

6.8%

16.5%
Median© 2023 Avaya Inc. All Rights Reserved.

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Avaya Gender Pay Gap Report: United Kingdom

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The proportion of employee in each pay quartile according to gender
Proportion of Women and Men in each Pay Quartile
Full-Time Employees

12%Upper Quartile

88%

Women

16%

Lower Quartile

84%

31%

Lower Middle
Quartile69%

Men21%

Upper Middle
Quartile

79%

Note: To align with UK government reporting requirements, data in this report refers to the traditional sex categoriesof male and female. Avaya respects that gender is on a non-binary spectrum, based on the employee’s selfidentification, and reporting in this manner should not be interpreted as our position on the issue. We confirm that
per regulatory requirements, our gender pay gap figures have been calculated in line with the regulations set out in
the Gender Pay Gap reporting

Ena Hunter© 2023 Avaya Inc. All Rights Reserved.

Legal Director, Avaya UK, April 2023

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Avaya Gender Pay Gap Report: United Kingdom

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03/23 • MIS15907EN© 2023 Avaya Inc. All Rights Reserved.

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