COMPUTACENTER (UK) LTD

GENDER PAY GAPREPORT 2023
Balancing the gender mix in a male-dominated industry

Embracing differences
At Computacenter we know that our people are what drives oursuccess, which is why a culture where everyone feels that they
belong and know they are valued and respected is critical. With theright environment, we can support our people to fulfil their potential
and work together to deliver for our customers.
At Computacenter we know the power of a diverse and inclusive
culture enables us to:• attract, develop and engage the best talent;• create strong leaders;• use the diverse experiences, skillsets and ways of thinking that
our employees provide;• better reflect, understand and serve our customers, enabling us
to provide them with the best possible service;• improve performance; and• be more innovative and forward thinking.
We continue to work proactively to ensure Computacenter reflects
our customers and our local communities, recognises and values
the importance of people with diverse skills and experiences
working together and that everyone is treated as an individual andare supported and enabled to reach their goals accordingly.
Reducing the gender pay gap is one element of our strategy
to building a more diverse and inclusive workplace and we’recommitted to achieve this. We want to make sure our female
employees have the right support to progress their careers andachieve their potential.

Our results
M: 67.8
67.8% %
M: 67.8%
F: 32.2
F: 32.2% %M:32.2%
M: 80.0
M: 80.0% %M: 80.0%
F: 20.0
F: 20.0% %
27.2
33.3
27.2% %33.3% %F: 20.0%
F:LOWERLOWER LOWERLOWER MID
LOWER
LOWER MID
MID
UPPER
UPPER UPPERUPPER
MIDMID UPPER
UPPERMID

27.2% 33.3%

Proportion of males/females
receiving a bonus payment

32.0%
M: %
72.0%
M: 72.0M:
72.0%%
F: %28.0
F: 28.0
F: 28.0%
F:

Number of males and females in equal-sized pay quarters

20.4%%
20.4

12.8% %
12.8

Mean pay gap

Median pay gap

20.4%%
68.0M:M:%68.0
68.0%
F: %
32.0%
F: 32.0
M:

12.8%

When looking at the results of our gender pay gap calculations for2023 it can be seen that we have made progress with reducing ourmedian pay and mean bonus pay gap against the previous year.
Looking at our pay gap data compared to 2022, our median pay gap
has decreased by 1%. However, our mean pay gap has increased by
5% this year. The increase in our mean pay gap has been impacted
due to the retirement of an Executive Director and also a revised
date for the publication of our preliminary final financial results.

37.1
% %
37.1

37.1%

Mean bonus pay gap

32.632.6
% %

32.6%

Median bonus pay gap

The revised date for our results, meant that the bonus payments forour 2 Executive Directors, fell into the snapshot period for our mean
and median pay gap results. Had this not been the case, our mean
pay gap would have decreased by 11.3% against 2022 (to 9.1%).
Our mean bonus pay gap has decreased by 4.6% when compared tolast year, whilst, our median bonus pay gap has increased by 2.5%.
This is broadly attributable to Long Term Incentives Plan payments
made within the snapshot period.

Progress since our 2022 report
The challenges faced by others in the technology sector remain
consistent with Computacenter’s. Women are still significantly
underrepresented, particularly at a senior level in the industry.
In the last few years we have focussed on increasing our female
representation, with focus on sales and technology roles, where theunder-representation is at the highest. We are continuing on thisjourney and we’re passionate about making lasting changes, to ourbusiness and the sector as a whole, to encourage more women andgirls to join our industry, reach their goals and model the possibilities
for future generations.
The Future Talent team also had another successful year with 45
Apprentices, Industrial Placement Students and Graduates joining
us on our various schemes. A key part in supporting the work we aredoing is to build a foundation of young diverse talent which we are
excited to see progress through the organisation and wider industry.
Our educational outreach programmes (Bright Futures) continue tobe a significant part of our strategy and focus to ensure we build astrong, sustainable pipeline of diverse talent for the future, throughinspiring careers in STEM (Science, Technology, Engineering andMathematics). We’re proud to have built a strong network of over
200 employee volunteers in the UK who in 2023 delivered over 1,000
volunteering hours, reaching over 21,000 students and young adults,
50% of which were female.
Our Diversity and Inclusion Strategy has 3 core objectives:• we enable our people,• enhance our workplace; and• influence our industry.
Our Employee Impact Groups and People Networks are at the centreof making those goals a reality. Our UK Gender Employee Impact
Group (EIG) continues to grow, focusing on its 4 core objectives

to; build strong networks, help educate, cultivate talent, and havean external impact. The goal of our EIGs is to enable our people tocreate, influence and drive sustainable change across all levels of thebusiness. The Gender EIG is led by a steering board representing ourcore business areas with focused work streams exploring the bestways to reach our goals and helping us to drive positive change.
We know that one of the key areas that we need to focus on isincreasing the number of women that we have in Senior Managementroles. During 2023, we continued our focus across the business toimprove our ability to attract, retain, and develop female talent tohelp us to grow our talent pipeline and improve representation insenior roles.
In support of this we have continued with our specialist personal andleadership development opportunities:•	Our third cohort of our Senior Women Development Programme“Leading Together” was completed in September 2023 withdelegates across North America, UK, FR, DE and ES. The programme
is for our most senior women in the business and this cohort takes
the total number of delegates to 40.
•	Growing Together, our female development programme for middle
management levels across the Group delivered 2 cohorts thisyear. The number of delegates who have attended the programme
since 2018 is 158.
•	Leading Together delegates are now acting as mentors for theGrowing Together delegates, helping to create a strong network
across the Group.
We’re proud to have seen our female representation across group
continue to steadily increase with a 3.82% increase in the numberof females in our workforce since 2018. Particularly senior manager
level where female representation has increased by 6.9% since 2019.

We continue to celebrate our strong female role models who we’re extremely proud of. Two of our people were recognised at the CRN Women& Diversity in the Channel Awards 2023 where we were delighted to see Maya Purkayastha win Diversity Champion of the Year and Gabriella
Iannelli win Rising Star of the Year.

Gabriella Iannelli

Maya Purkayastha

Rising Starof the Year

Diversity Championof the YearI joined Computacenter as Contracts Advisor and now am UK Head of Legal.
Computacenter sponsored me to qualify as a solicitor and provided
development opportunities to progress. In 2021 I completed the in-house“Leading Together Programme” targeting senior females. This equipped
me with tools to become a senior leader, as well as the confidence andmotivation to “Pay it Forward” for females to rise within the organisationand for the next generations in IT and law. I volunteer with the School
Outreach Programme advocating STEM and legal careers to female
students and encourage others to volunteer. I work with social mobility
charities mentoring students from disadvantaged backgrounds andadvising on career opportunities. I was recognised for my contributions toComputacenter and the IT industry at the CRN Women & Diversity in ChannelAwards 2023 as a finalist in “Unsung Hero” category and winner of “Diversity
Champion of the Year” - one of the proudest achievements in my career!

Our action plan for 2024
Our Diversity and Inclusion strategy continues to include a focus on
the gender pay gap, not only in the UK, but across the group in all ourbusinesses. We know we still have more that we want to achieve in thecoming years. This year we are committed to the following actions
that we are confident will continue to drive our gender pay gap down
and increase the progress that we are making in becoming a genderbalanced organisation.
We will:

We know that closing our gender pay gap will take time and we’reconfident that the things we have done to date are beginning to showa shift in closing that gap and will continue to do the right things as
we progress through each year.
Overall, we’re pleased that we are continuing to progress in this area,
however, it’s important that we continue to acknowledge the known
impacts on this year’s figures and continue to inform our insight for
our future performance in this area.

•	Continue to develop our Gender Employee Impact Group (EIG) in theUK and across the Group.
•	Continue with the shared objective across the Executive team to
improve gender mix.
•	Embed proposed changes to our Family Time policies to further
support and retain our employees.

DECLARATION
We confirm that these calculations have been made in accordance and are accurate to the requirements of the Equality Act 2010 (Gender Pay Gapinformation) Regulations 2017 (the ‘Act’) as taken on the snapshot date of 5 April 2023.
This statement was approved by the Board on Directors on 7 March 2024 and is published on our company website in accordance with the Act

Mike Norris, CEOMarch 2024

Sarah Long, Chief People Officer
March 2024