AVAYA GENDERPAY GAP REPORT:UNITED KINGDOMAPRIL 2024

Avaya Gender Pay Gap Report: United Kingdom

2At Avaya, we recognize that ourcontinued success hinges on ourability to harness a wide range ofperspectives, experiences, andtalents. We view diversity as a key

driver of innovation and a strategic
advantage. We are proud to havemade significant strides in fostering a workplace that values

diversity and inclusion, even as we acknowledge that there isalways room for improvement - particularly in ensuring thatwomen are well-represented at all levels of leadership.

This year, we’ve been fortunate to attract exceptional new teammembers that have further strengthened our gender balance,
particularly within our executive team. With our newest

appointments of Amy O’Keefe as Chief Financial Officer andML 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 isfundamentally tied to the diverse perspectives that shape alllevels of our organization.

Alan Masarek
Avaya CEO.

© 2024 Avaya LLC. All Rights Reserved.

Introduction

The richness of our global team’s diversity is our greatest strength, and we are committed to being aworkplace where authenticity and individuality are celebrated, and different perspectives are embraced.
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 (DEI&B). By fostering an inclusive,
human-centric, accountable, and sustainable workplace we want to ensure that every Avayan feels
they belong and can succeed at Avaya where differences among Avayans are recognized, valued,celebrated, and seen as an asset. Fostering a diverse and inclusive workforce benefits our people andour company. Avaya is striving to create an inclusive environment that embraces differences, fights forequity, fosters inclusion and assures belonging. Avaya promotes not only valuing DEI&B, but also actingon DEI&B 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 thefostering of diverse people who share a fair opportunity to work in partnership.

Avaya is committed to transparency through this UK Gender Pay Gap Report which measures thedifferences between men and women within the Avaya UK employee population per the applicable
reporting requirements.

Avaya Gender Pay Gap Report: United Kingdom

Overview

In our last (2023) report, our mean Gender Pay Gap (hourly pay) was 18% and is now

just 9%, which represents a significant improvement of 9%. Similarly, our median
Gender Pay Gap (hourly pay) was 16.5% and is now just 8.2% which represents animprovement of 8%.

The same is not true for our mean Gender Pay Gap (bonus pay) which rose from 24%
in our 2023 report to 30% in 2024. Like many of our market peers, we have a higher
representation of men in quota-carrying sales roles which negatively amplifies thebonus gaps using the Gender pay gap reporting (GPGR) methodology. Our own pay
equity review shows that in a like-for-like comparison quota-carrying roles (Sales),our Mean Bonus Gender Pay Gap favours females at -62.2% as does our Median
Bonus Gender Pay Gap at -41.6%.

While these statistics show the steps, we are taking are having a positive impact on ourhourly pay gap, we commit to a continued focus on pay equity alongside our global
commitment to increasing female representation across all roles and levels of theorganization.

The overall results of this 2024 UK 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 and equitable work environment.

Our priority is to ensure that our global organization is a thriving and successfulenvironment in which differences are valued, blended, and celebrated creating a senseof belonging.

We acknowledge the industry-wide challenge we face for available skills and maintainour focus on developing and retaining our female talent from early in career through tosenior leadership. Some highlights of our initiatives include:© 2024 Avaya LLC. All Rights Reserved.

3Avaya Gender Pay Gap Report: United Kingdom

4Leadership Development Programs

Avaya Global Mentoring Program

The Avaya Technology Academy

programs for employees at all levels, fromMentoring Program established to enablegraduates, this program provides experiential

Avaya offers a variety of leadership development
first time leaders to executives. We maintaininternal programs supported by leadership

activities and offer custom programs throughour partnership with some of the most well-respected thought leaders in the industry. Our

Women’s leadership development program is animmersive experience looking to drive positivechange results and accelerate the advancementof female talent across all line of business in ourorganization, equipping them with the necessary
tools to increase their leadership impact.

Our employees benefit from a Global

them to take an active role in their careerdevelopment journey through a paired

mentoring relationship designed to connect

people from across the organization to shareand learn critical knowledge and skills. Our

employees serve as mentors, mentees or bothand participants increase business acumen,develop interpersonal and leadership skills,

build cross-functional and global connections
and more.

Designed to attract college interns and recent
and collaborative learning experiences with asoftware engineering and innovation mindset.
With targeted recruitment into our Solutions& Technology centres of Excellence we offer

participants the opportunity to work together

with top performing engineers to solve customer
issues and develop innovative products andsolutions for our extensive customer base.

The Avaya Technology Academy provides aclear career path, with a detailed curriculum,
structured learning path supported byexperiential, collaborative, and peer learning,coaching & mentoring.

© 2024 Avaya LLC. All Rights Reserved.

Avaya Gender Pay Gap Report: United Kingdom

5

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

Re-imagined hiring model

unique needs, influence change across the business and employee lifecycle, and provide opportunities

to mitigate bias, drive inclusive hiring

Our communities are a safe place for individuals to come together to create experiences that meet theirfor career development, personal growth, fellowship, and belonging. Company sponsored and supported,but established and run by employees, for employees - our communities seek to unite individuals whoidentify 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 many years. 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.

© 2024 Avaya LLC. All Rights Reserved.

We continue to implement measures

practices and help ensure a diverse talentpool. 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.

Avaya Gender Pay Gap Report: United Kingdom

6

Avaya Gender Pay Gap Results
Hourly Pay
The mean pay variance isthe difference between theaverage hourly pay of men
and women.

Avaya Gender Balance
Goals and Action
The gender pay gap calculations
provided in this report aresummary statistics using asnapshot date of 5th April 2023

that compares the pay received

by all females to the pay received

by all males employed by Avaya inthe United Kingdom.

© 2024 Avaya LLC. All Rights Reserved.

The median pay variance isthe difference between themidpoint 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 payvariance is the difference
between the midpoint in theranges of bonus pay of menand women.

Avaya Gender Pay Gap Report: United Kingdom

7

Avaya UK 2024 Gender Pay Gap Data
Average pay difference between women and men

Mean

Full-Time Employees

Median9%

8.2%

30%

25.1%

HOURLY PAY© 2024 Avaya LLC. All Rights Reserved.

BONUS PAY

Percentage Receiving
Bonus Pay

The percentage of employees
receiving a bonus:
Full-Time Employees

100%
Women

99.4%
Men

Avaya Gender Pay Gap Report: United Kingdom

8Proportion of Women and Men in each Pay Quartile

The proportion of employee in each pay quartile according to gender:
Full-Time Employees
Women

Men

UPPER QUARTILE11%89%

UPPER MIDDLE QUARTILE

28%

72%

Disclaimer

Note: To align with UK government reporting requirements, data in thisLOWER MIDDLE QUARTILE

20%

80%

report refers to the traditional sex categories of male and female. Avaya

respects that gender is on a non-binary spectrum, based on the employee'sself-identification, and reporting in this manner should not be interpreted as
our position on the issue. We confirm that per regulatory requirements, ourgender pay gap figures have been calculated in line with the regulations setout in the Gender Pay Gap reporting.
LOWER QUARTILE© 2024 Avaya LLC. All Rights Reserved.

30%

70%

Ena Hunter

Legal Director, Avaya UK, April 2024.

©2024 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.
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