Avaya Gender Pay
Gap Report: Ireland

June 2022© 2022 Avaya Inc. All Rights Reserved.

www.avaya.com

Avaya Gender Pay Gap Report: Ireland

Alan Masarek, Avaya CEO.

At Avaya, we are focused on becoming 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 all about thriving both
inside and outside the workplace, with flexible, supportiveand inclusive work practices, and rewards and recognition
for a job well done.

Avaya operates in an industry and sector with historic gaps
in gender employment and pay. This report is a key elementof our regular internal analyses and benchmarking process
to eliminate those historic pay gaps. We set goals, activate
plans to reach them, and evaluate the success of our efforts.
We’re listening, learning and building on those lessons, andwe commit to continuing our efforts in this area to ensure
equal opportunities and a strong sense of belonging foreveryone at Avaya.

© 2022 Avaya Inc. All Rights Reserved.

2Introduction

Our employees are the driving force behind Avaya’s every success in creating experiences that matter forcustomers, partners, suppliers, employees and other stakeholders. Our people first strategy enables a culturethat empowers our team members to leverage their strengths and experiences to deliver world class services
and cultivate innovation. The successful execution of our strategy is underpinned by the cultural principles ofInclusion, Simplicity, Accountability, Trust, Teamwork and Empowerment demonstrated in the way we work
and in everything we do. Fundamental to building and supporting an inclusive culture in which every individual
group is welcomed, respected, supported and valued is our commitment to equality – including equal pay for
equal work. In furtherance of its commitment, Avaya undertakes regular internal and external benchmarking
analyses to evaluate, identify and mitigate historic and existing pay gaps within our industry by setting goals
and continuously monitoring the impact.
Avaya is committed to transparency through this Ireland Gender Pay Gap Report measuring the differences
between men and women within Avaya’s Irish employee population per the applicable reporting requirements.
Our first Ireland Pay Gap Report provides us the opportunity to listen, learn and build toward excellence. We willcontinue to focus on pay equity alongside our global commitment to increasing female representation across alllevels of the organization.

The results of the Ireland Gender Pay Gap Report identify opportunities for improvement as the differences aredriven by employee demographics. Like many other technology services companies in Ireland and across theindustry, there are a greater number of men than women in senior positions and in roles within business units
that offer higher levels of compensation. As one of our flagship R&D hubs, the employee population in Avaya
Ireland is predominantly made up of technical/engineering roles which typically receive more equity thancolleagues in non-tech roles because of the competitive market for their expertise. This is an industry wideissue, which we are committed to mitigating by actively increasing female representation across all levels of theorganization around the globe.
At Avaya, we support women’s economic empowerment by developing a diverse talent pipeline, building aworkplace that mirrors the society in which we do business, a workplace where individuality is celebrated andharnessed to promote diversity, equity, inclusion & belonging (DEI&B) to empower all of our employees toleverage their strengths and experiences, and investing in development programs at every level to enhance
engagement, retention and the opportunities for internal talent to assume future leadership roles. Avaya
maintains several leadership and employee development programs globally designed to prepare them toprogress into more senior, higher paid roles across the organization over time.

www.avaya.com

Avaya Gender Pay Gap Report: Ireland

3We acknowledge the industry-wide challenge we face for available skills and maintain our focus on developing and retaining our female talent from early incareer through to senior leadership. Some highlights of our initiatives include:

Leadership Development Programs

Avaya Global Mentoring Program

Avaya Academy Program

Re-imagined hiring modelAvaya offers a variety of leadership development programs for employees at
all levels, from first time leaders to executives. We maintain internal programs
supported by leadership activities and offer custom programs through ourpartnership with some of the most well-respected thought 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 talentacross all line of business in our organization, equipping them with the necessary
tools to increase their leadership impact.

The Avaya Academy is a global training program for recent college graduates who
are recruited into an immersive training program providing insight into the industry,
Avaya’s offerings and outcome-based sales skills to accelerate their success in an entry
level sales position.

Our employees benefit from a Global Mentoring Program established to enable themto take an active role in their career development journey through a paired mentoring
relationship designed to connect people from across the organization to share andlearn critical knowledge and skills. Our employees serve as mentors, mentees or bothand participants increase business acumen, develop interpersonal and leadershipskills, build cross-functional and global connections and more.

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.

Employee Resource Groups

Avaya has benefitted from the significant growth in Employee Resource Groups (ERGs), employee-led groups that bring employees together to foster a sense of belonging at Avaya.
Avaya’s first globally sponsored ERG, Women Inspired Network (WIN@A) focuses on women’s development, recognition and internal networking and is dedicated to the empowermentof women and advancement of women led business initiatives. Avaya’s ERGs enrich our brand, culture and employee experience by supporting personal development, enhance
retention for our diverse workforce, drive cultural awareness and advocate for authentic engagement with our marketplace.

© 2022 Avaya Inc. All Rights Reserved.

www.avaya.com

Avaya Gender Pay Gap Report: Ireland

4

Avaya Gender BalanceGoals and Action:

The gender pay gap calculations provided in this report are summary statistics
using a snapshot date of 12th June 2022 that compare the pay received by all
females to the pay received by all males employed by Avaya in Ireland.
Note: on 12th June 2022, in additional to our Full-Time Employees, Avaya also
employed 2 part-time employees (1 Male/1 Female)Hourly Pay:
The mean pay variance isthe difference between theaverage hourly pay of men
and women
Bonus Pay:
The mean bonus pay varianceis the difference between theaverage bonus pay of men
and women© 2022 Avaya Inc. All Rights Reserved.

The median pay varianceis the difference between
the midpoint in the rangesof hourly pay of men andwomen

The median bonus payvariance is the difference
between the midpoint in theranges of bonus pay of menand women

www.avaya.com

Avaya Gender Pay Gap Report: Ireland

5Avaya Ireland 2022 Gender Pay Gap Data
Average Pay Difference Between Men & Women
Full-Time Employees

MeanMedianHourly Pay

22.1%

22.1%

Bonus Pay

42.2%

50.6%

Part-Time Employees

MeanMedianHourly Pay

48%

48%

Bonus Pay

86.5%

86.5%

© 2022 Avaya Inc. All Rights Reserved.

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

Full-Time Employees

Part-Time Employees

Woman

76.7%

100%

Men

88.6%

100%

www.avaya.com

Avaya Gender Pay Gap Report: Ireland

6Avaya Ireland 2022 Gender Pay Gap Data
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

Full-Time Employees

Part-Time Employees

Woman

44.7%

100%

Men

51.8%

50.6%
100%

© 2022 Avaya Inc. All Rights Reserved.

The proportion of employee in each pay quartile
according to gender

Proportion of Women and Men in each Pay Quartile.

Full-Time Employees
Woman

Men

Upper Quartile

9%

Upper Middle Quartile

Part-Time Employees
Woman

Men

91%

0%

100%

20%

80%0%0%Lower Middle Quartile

35%

65%0%0%Lower Quartile

46%

54%

100%

0%

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

Avaya Gender Pay Gap Report: Ireland

7

We confirm that our data has been calculated according to the requirements of the Employment Equality Act 1998 (section 20A) (Gender Pay Gap Information) Regulations 2022.
Questions can be referred to HR at the following email: tierneyc@avaya.com

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 on a non-binaryspectrum, based on the employee's self-identification, 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.

John Hynes

Director of Avaya International Sales Limited, December 2022
© 2022 Avaya Inc. All Rights Reserved.
11/22 • MIS15772EN-02

www.avaya.com