Avaya UK Gender Pay Gap Report
April 2022
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Avaya UK Gender Pay Gap Report

Introduction

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Our employees are the driving force behind Avaya’s every success in creating experiencesthat matter for customers, partners, suppliers, employees, and other stakeholders.
Our people first strategy enables a culture that 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 our cultural principles ofInclusion, Simplicity, Accountability, Trust, Teamwork and Empowerment. Foundational toan inclusive culture 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 pay gaps within our industry by setting
goals and continuously monitoring the impact.
This UK Gender Pay Gap Report is consistent with our commitment to transparency andseeks to measure the differences between men and women within Avaya’s UK employee
population per the applicable reporting requirements. Our 5th UK Pay Gap Reportdemonstrates continued progress as we seek to listen, learn, and build toward excellence.
The results identify opportunities for improvement as the differences are driven by
employee demographics. Like many other technology services companies in the UK andacross the industry, there are a greater number of men than women in senior positions,in roles within business units that offer higher levels of compensation and inlong-tenured positions.

Mitigating pay equity differences by actively increasing female representation across all levelsof the organization around the globe is critical to Avaya’ support of women’s economicempowerment. We do this by developing a diverse talent pipeline, building a workplacethat mirrors the society in which we do business — a workplace where individuality
is celebrated and harnessed to promote and celebrate diversity, equity, inclusion andbelonging, and by 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 globallydesigned to prepare employees to progress into more senior, higher paid roles
across the organization over time.

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Avaya UK Gender Pay Gap Report

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Some Highlights of our Initiatives Include:
Leadership Development Programs

Avaya Global Mentoring Program

Avaya Academy Program

Connecting Women in Tech Group

Avaya offers a variety of leadership development programs for employees
at all levels, from first time leaders to executives. We maintain internalprograms supported by leadership activities and also offer custom
programs through our partnership with some of the most well-respectedthought leaders in the industry.

The Avaya Sales 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 toaccelerate their success in an entry level sales position.

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

Avaya collaborates across the tech industry within the UK and beyond toencourage women to find role models and mentors, share best practices
and provide a supportive environment through its participation inConnecting Women in Tech (CWT). Avaya is a firm proponent of its purpose
in sending a strong message to the market that the technology space is an
attractive sector for women to work.

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 senseof 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 empowerment of women and advancement of women led business initiatives. Avaya’s ERGs enrich our brand, culture andemployee experience by supporting personal development, enhance retention for our diverse workforce, drive cultural awareness and advocate for authentic
engagement with our marketplace.

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Avaya UK Gender Pay Gap Report

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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 5th April 2021 that compares the pay received by all
females across our UK office to the pay received by all males. Gender pay is
not the same as equal pay, which ensures men and women in similar positions
receive comparable pay.

Hourly Pay:
The mean pay variance isthe difference between the
average hourly pay of men
and women.
Bonus Pay:
The mean bonus pay varianceis the difference between the
average bonus pay of men
and women.

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 men
and women.

Avaya is shaping the future of the businessworkplace. That is workplace where weensure that professional women have theopportunity and access to an ever-growing
suite of tools to engage, drive and leadbusinesses by driving equal pay for work.”—Jim Chirico, Avaya President & CEO© 2022 Avaya Inc. All Rights Reserved.

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Avaya UK Gender Pay Gap Report5

Avaya 2022 UK Employee Gender Pay Gap Data
Average Pay Difference Between Men & Women

Hourly Pay

MeanMedian

10.5%

10.6%

The percentage of employees receiving a bonus

Percentage Receiving Bonus Pay:
Bonus Pay© 2022 Avaya Inc. All Rights Reserved.

19.4%

3.5%

Women

Men96.2%

93.5%

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Avaya UK Gender Pay Gap Report

6The proportion of employees in each pay quartile according to gender:
Proportin of Women & men in Each pay Quartile

Women

Men

Upper Quartile

15%

85%

Upper Middle
Quartile

22%

78%

Lower Middle
Quartile

23%

77%

Lower Quartile

24%

76%

© 2022 Avaya Inc. All Rights Reserved.

Note:

To align with UK government reporting requirements, data in this reportrefers to the traditional sex categories of male and female. Avaya respects
that gender is on a 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 that per regulatory requirements,
our gender pay gap figures have been calculated in line with theregulations set out in the Gender Pay Gap reporting.

Ena Hunter

Legal Director, Avaya UK, Ireland, Nordics and Israel
April 2022

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Avaya UK Gender Pay Gap Report© 2022 Avaya Inc. All Rights Reserved.
03/22 • MIS15772EN

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