AVAYA GENDERPAY GAP REPORT:IRELAND

June 2023

Avaya Gender Pay Gap Report

2At Avaya, we recognize that our continued success hinges on our ability to harness a wide range of perspectives, experiences, and talents. We view
diversity as a key driver of innovation and a strategic advantage.
We are proud to have made significant strides in fostering a workplace that values diversity and inclusion, even as we acknowledge that there isalways room for improvement — particularly in ensuring that women are well-represented at all levels of leadership.

This year, we’ve been fortunate to attract exceptional new team members that have further strengthened our gender balance, particularly within
our executive team. With our newest appointments of Amy O’Keefe as Chief Financial Officer and ML Maco as Chief Revenue and Customer
Experience Officer, the Avaya Executive team is now 57% female. This reinforces our commitment to championing women leaders within ourorganization and reflects our belief that Avaya’s strength is fundamentally tied to the diverse perspectives that shape all levels of our organization.

­—Alan Masarek, Avaya CEO.

Introduction

In our first (2022) report, our mean Gender Pay Gap (hourly pay) was 22.1% and is now

perspectives are embraced.

commit to a continued focus on pay equity alongside our global commitment to increasing

The richness of our global team’s diversity is our greatest strength, and we are committed
to being a workplace where authenticity and individuality are celebrated, and different

Our human capital is the most valuable asset we have, and Avaya is committed to fostering,
cultivating, and preserving a culture of diversity, equity, inclusion, and belonging (DEIB).

By fostering an inclusive, human-centric, accountable, and sustainable workplace we wantto ensure that every Avayan feels they belong and can succeed at Avaya where differencesamong Avayans are recognized, valued, celebrated, and seen as an asset. Fostering a diverse
and inclusive workforce benefits our people and our company. Avaya is striving to create

an inclusive environment that embraces differences, fights for equity, fosters inclusion andassures belonging. Avaya promotes not only valuing DEIB, but also acting on DEIB initiatives
to enable the company to create value for employees, customers, business partners,

communities, and all other stakeholders. Success and innovation live not in same-ness, but
in the fostering of diverse people who share a fair opportunity to work in partnership.

Avaya is committed to transparency through this, our second Ireland Gender Pay Gap Reportwhich measures the differences between men and women within Avaya’s Irish employee
population per the applicable reporting requirements.
© 2023 Avaya LLC. All Rights Reserved.

14.4%, which represents a significant improvement of 7.7%. Similarly, our mean Gender

Pay Gap (bonus pay) was 42.2% and is now -15.8% which represents a pay gap that favours

females. While these statistics show the steps, we are taking are having a positive impact, we
female representation across all levels of the organization.

Avaya International Sales Limited is one of Avaya’s Solutions & Technology Centres ofExcellence and as such, the employee population is predominantly made up of technical/
engineering roles which typically receive more equity than colleagues in non-tech roles

because of the competitive market for their expertise. This is an industry wide issue, which

we are committed to mitigating by actively increasing female representation across all levelsof the organization around the globe.

The positive results of this 2023 Ireland Gender Pay Gap Report, highlight the concrete steps
and initiatives we have taken to address the gender pay gap. It includes training programs,
mentorship opportunities, and policy revisions aimed at creating a more inclusive andequitable work environment.

Our priority is to ensure that our global organization is a thriving and successful environment
in which differences are valued, blended, and celebrated creating a sense of belonging.

Avaya Gender Pay Gap Report

We acknowledge the industry-wide challenge we face for available skills and maintain ourfocus on developing and retaining our female talent from early in career through to seniorleadership. Some highlights of our initiatives include:

Leadership Development Programs

Avaya offers a variety of leadership development programs for employees at all levels, from firsttime leaders to executives. We maintain internal 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 leadership development program is an immersive
experience looking to drive positive change results and accelerate the advancement of female

talent across all line of business in our organization, equipping them with the necessary tools toincrease their leadership impact.

Avaya Global Mentoring Program

Our employees benefit from a Global Mentoring Program established to enable them to take anactive role in their career development journey through a paired mentoring relationship designed

to connect people from across the organization to share and learn critical knowledge and skills. Our
employees serve as mentors, mentees or both and participants increase business acumen, developinterpersonal and leadership skills, build cross-functional and global connections and more.

The Avaya Technology Academy

Designed to attract college interns and recent graduates, this program provides experiential andcollaborative learning experiences with a software engineering and innovation mindset. With targeted
recruitment into our Solutions & Technology centres of Excellence including Galway, Ireland weoffer participants the opportunity to work together with top performing engineers to solve customer
issues and develop innovative products and solutions for our extensive customer base. The Avaya
Technology Academy provides a clear career path, with a detailed curriculum, structured learning
supported by experiential, collaborative, and peer learning, coaching and mentoring.

© 2023 Avaya LLC. All Rights Reserved.

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Avaya Gender Pay Gap Report

Avaya United Communities (Formerly know as employee
resource groups, ERGs)

Our communities are a safe place for individuals to come together to create experiencesthat meet their unique needs, influence change across the business and employee

lifecycle, and provide opportunities for career development, personal growth, fellowship,and belonging. Company sponsored and supported, but established and run byemployees, for employees—our communities seek to unite individuals who identify as

members of an under-represented group and the allies who advocate for them. The Women

Inspired Network at Avaya (WIN@A) has been part of the fabric of the Avaya tapestry for manyyears. With more than 300 members, representing 20+ countries around the globe, WIN@A

seeks to empower Avaya women to cultivate a diverse, high performing culture which values
Equity, Empathy, Respect, Support, Empowerment, Teamwork, and Inclusion.

ITAG’s Digital Women Forum (DWF)

Empowering women in digital tech by examining the unique challenges of working inand with technology to effect progressive change within our working and community
environments. As part of the ITAG partnership we represent Avaya among the West ofIreland Technology Community and locally within Galway developing female leadership
through networking, learning and development and mentoring opportunities as well

as showcasing STEM and career opportunities in Technology in schools, colleges, anduniversities. Avaya is a firm proponent of its purpose in sending a strong message to themarket that the technology space is an attractive sector for women to work.

Re-imagined hiring model

We continue to implement measures to mitigate bias, drive inclusive hiring practices andhelp 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 LLC. All Rights Reserved.

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Avaya Gender Pay Gap Report

Note: In this reporting period, Avaya employed just 1 part-time employee (Female) only.

Avaya Gender Balance Goals and Action:

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Avaya Ireland 2023 Gender Pay Gap Data (11th June 2023)

Average pay difference between women and men
Full-Time Employees

MeanMedianfemales to the pay received by all males employed by Avaya in Ireland.

14.4%

17.7%

Hourly Pay:

-15.8%

27.7%

The gender pay gap calculations provided in this report are summary statistics
using a snapshot date of 11th June 2023 that compares the pay received by all

Avaya Gender Pay Gap Results:• The mean pay variance is the difference between the average hourly pay ofmen and women• The median pay variance is the difference between the midpoint in the rangesof hourly pay of men and women

Bonus Pay:

• The mean bonus pay variance is the difference between the average bonus
pay of men and women• The median bonus pay variance is the difference between the midpoint in theranges of bonus pay of men and women

HOURLY PAY

Part-Time Employees

MeanMedian

Data not available as just 1 part-time
employee (Female)

BONUS PAY

The percentage of employees receiving a bonus:
Percentage Receiving Bonus Pay - 2023

Full-Time Employees

Part-Time Employees

96.6%

100%

95%

No Male Part-Time employees

WOMEN© 2023 Avaya LLC. All Rights Reserved.

MENAvaya Gender Pay Gap Report

6The proportion of employee in each pay quartile according to gender.
Proportion of Women and Men in each Pay Quartile - 2023
Full-Time Employees

The percentage of employees receiving benefits.

Definition (per reporting requirements) “benefits in kind” and include any non-cash

benefit of monetary value provided to an employee. This would include the provision of acompany car, voluntary health insurance, stock options, or share purchase schemes.
Percentage Receiving Benefits – 2023

Full-Time Employees

17%

42.3%

Part-Time Employees

0%

Men

13%

87%

20%

80%

37%

63%

35%

63%

UPPER QUARTILE

UPPER MIDDLE QUARTILE

WomenMen

100%LOWER MIDDLE QUARTILE

LOWER QUARTILE

Note: We are unable to provide the gender pay gap using hourly pay of employees on temporarycontracts, as we do not hold compensation data on contracted employees.

0%

We confirm that our data has been calculated according to the requirements of the EmploymentWOMEN© 2023 Avaya LLC. All Rights Reserved.

Women

Part-Time Employees

MENEquality Act 1998 (section 20A) (Gender Pay Gap Information) Regulations 2022. Questions can bereferred to HR at the following email: tierneyc@avaya.com

Avaya Gender Pay Gap Report

Disclaimer:

Note: To align with Irish government reporting requirements, data in this report refers to the traditional sex categories of male and female. Avaya respects that gender is ona non-binary spectrum, based on the employee’s self-identification, and reporting in this manner should not be interpreted as our position on the issue. We confirm thatper regulatory requirements, our gender pay gap figures have been calculated in line with the regulations set out in the Gender Pay Gap reporting.
—J­ohn Hynes, Director of Avaya International Sales Limited, December 2023

©2023 Avaya LLC. All rights reserved. Avaya and the Avaya logo are trademarks of Avaya LLC and registered in the United States and other countries. Certain trademarks
identified by ®, TM, or SM are registered marks, trademarks, and service marks, respectively, of Avaya LLC. All other trademarks are the property of their respective owners.
12/23 • MIS15952EN© 2023 Avaya LLC. All Rights Reserved.

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