Gender Pay Gap Report2023

Introduction I Gender Pay Gap Report 2023

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“At Admiral, we work hard so that our people experience a workplace whereyou can be yourself and where progression is never slowed or halted by genderor ethnicity. Ensuring that all colleagues receive equal opportunities andappropriate compensation is a fundamental part of our culture. I am reallyproud that 95 per cent of our colleagues believe that Admiral is a diverse andinclusive employer. This is vital in supporting Admiral’s purpose, to help more
people to look after their future.
Above all else, we want Admiral to be a workplace where our colleagues canenable themselves, so we recognise the importance of nurturing an inclusive
culture that reflects the diversity of our customers and communities. We
continue to actively manage our talent pipeline through mentoring, coaching
and training opportunities to achieve this.
We also acknowledge where we need to focus, and although there has been
continuous investment in our data and technology capability to better serve ourcustomers, when we review our colleague data for these areas, while it’s great
to see that these functions are more ethnically diverse, we know that womenare not as represented as we would hope and both these factors not only
impact our pay gap reporting but also mean we need to do more.
We work hard every day to foster an inclusive workplace where all of ourpeople feel they can achieve and reach their full potential and we’recommitted to continue to work on the areas where we need to improve.”
Lorna Connelly, Head of People

Gender I Gender Pay Gap Report 2023

2Gender
At Admiral, we’re a company where you can. There are countless
opportunities to be you, where you are accepted, supported, andmost importantly, empowered to be yourself.
We prioritise doing what’s right; for each other, for our customers
and beyond. Our enabling environment is constantly developing
and investing in you to reach your full potential. And as co-owners,
you can influence and shape our future and make a difference.

Gender I Gender Pay Gap Report 2023

Our data
We have used a snapshot date of 5th April 2023 and note that our data represents all7,146 colleagues across our UK businesses at that point.

GenderMeanMedianYear

2023

2022

2023

2022

Hourly Gap

13.5%

13.8%

6.6%

6.5%

Bonus Gap

28.4%

28.4%

21.7%

35.9%

Mean pay gap is the difference in average hourly and bonus pay between male andfemale colleagues. Median pay gap is the difference between the midpoint in the rangesof hourly and bonus pay.

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Gender I Gender Pay Gap Report 2023

Our data

Proportion of male and female colleagues in each pay gap
quartile percentage:

BonusesColleagues receivingbonuses

Female 96.1%(88.4% in 2022)

Male 96%(88.9% in 2022)

36%

50%

56%

56%

64%

50%

44%

44%

Top

UpperLower
MiddleLower

Female Colleagues

Male Colleagues

4Gender I Gender Pay Gap Report 2023

Our gender pay gap
We are committed to ensuring that all our colleagues havethe opportunity to reach their full potential and receive faircompensation.
Our gender pay gap reflects the fact that we currently havemore male colleagues employed in higher paid roles (64/36).
The majority of our colleagues are within the first three pay
quartiles, where we see greater balance between our maleand female colleagues.

5Gender I Gender Pay Gap Report 2023

Investing in talent
We develop our female talent pipeline through succession planning and talent reviews,
where we identify and support high-potential colleagues across all levels and functions.
We ensure diversity and inclusion in our succession plans and leadership roles. We haveachieved our target of 40% female representation at UK executive level roles, as part of
the Women in Finance Charter.
We also track the representation of women in our key roles and talent pools and takeaction to address any gaps or barriers. We launched our Get Discovered programme tohelp talented women within Admiral become the leaders of tomorrow. The programme
offers greater mobility of opportunities across our business while equipping our female
talent to expand their network and access training to develop their strengths.
We believe that by fostering a culture of learning, innovation, and collaboration, we canattract and retain more female talent in IT and data, and ultimately reduce our gender
pay gap. In recent years, Admiral UK partnered with Women in Data, an organisation
aiming to increase the number of women pursuing careers in data and we went on to win
the Bigger, Better, Bolder Partner Award in 2023. Admiral’s Data Academy has been
embracing equality and partnership by celebrating, educating, and connecting our Data
community to support and develop our data capabilities so our colleagues can thrive.
(Continued on next page).

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Gender I Gender Pay Gap Report 2023

7This year we have strengthened our partnership with Code First Girls by launching anIntroduction to Data course aimed to help more women enter the data industry, contributing
to reducing gender inequality within the sector to increase employability skills in the UK as
well as helping our own colleagues to pursue career moves into data within Admiral.
Our Women in Tech group launched in 2023 with an ambition to strengthen our female
representation and capabilities in tech roles. Our UK Business ran its first Women in Tech Day
event, inspiring over 100 colleagues with success stories, discussions about career
exploration and empowering conversations about inspirational shared experiences
We recognise the importance of role modelling and support PWC’s TechSheCan charter
which seeks to encourage everyone to participate in emerging technologies. In addition tooffering internships and work experience programmes, we showcase the contributions of ourfemale colleagues both internally and externally, and work with local schools anduniversities to inspire female students to consider careers in technology.
We have a diversity and inclusion strategy with employee resource groups whose focus is to
uphold the highest standard of equal opportunities for all. We employ several measures toensure that any jobs advertised are gender neutral, open to flexible working and encourage
all colleagues to accelerate their careers, regardless of field.

The Way Forward I Gender Pay Gap Report 2023

95%of Admiral colleagues believethat Admiral is a diverse andinclusive employer(Great Place to Work 2023)

95%

of colleagues agree Admiraltreats people fairly
regardless of their gender(Great Place to Work 2023)

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We know that having a diverse and representative workforce is not only the rightthing to do, but also makes good business sense, as it helps us understand andmeet our customers needs.
However, we recognise there is still more work to do, so we will be focusing on anumber of actions to support colleagues and create a more gender balanced
approach to our attraction and development strategy, such as:- Providing mentoring and coaching programmes for women in leadership, as
well as sponsoring high-potential female leaders to participate in ourdevelopment programmes such as Get Discovered.
- Enhancing our family-friendly culture and flexible working arrangements toenable all colleagues to balance their personal and professional lives.
- Continuously enhance our recruitment and internal promotion process toattract a more diverse talent pool.

3rd Best Workplacefor Women in the UK at the2023 Great Place to WorkWe aim to protect our culture of inclusion and belonging, where colleagues cancontinue to feel valued and respected for their contributions and can bring theirwhole selves to work.
We believe that by empowering our colleagues, we can unleash the fullpotential of our business and deliver better outcomes for our customers.

Gender I Gender Pay Gap Report 2023

Colleague testimonials“I joined admiral over seven years ago, after leaving academia and wanting to get back to a hands ontechnical role. I was supported by an incredible team and progressed quickly. When I returned from maternity
leave, I felt like I wanted a change and so moved to a data product owner role in our cloud migration project.
The role really hadn't existed formally until then and I got to see some incredible achievements like our firststreaming data to the cloud. I was put through an external certified PO course and became a product lead after
12 months.
I then applied to be part of our first get discovered programme. I learnt things about myself, our business and theworld that I'd never expected. From working on a global mobility project to forming life long bonds with someincredible women. I was fortunate enough during this time to get another career change to create and lead ouraward winning data academy.
It's been an incredible seven years and with another role change I'm now Head of Data Culture and Excellence.
I lead our partnership with women in data, speak in numerous conferences and data events on topics likediversity and data culture and skill development and work within our group gender employee resource group.
I've got to become the best version of myself, work with the most incredible people and commit to moving theneedle for representation and equality”. Hannah was also recently named one of the "Twenty in Data and Tech"
by Women in Data. She's strengthening our UK business’ relationship with data.
Hannah Davies, Head of Data Culture and Excellence

9Gender I Gender Pay Gap Report 2023

Colleague testimonials“I joined Admiral in 2018 as a claims handler within our bodily injury department. I had always had a strong
interest in people services and talent acquisition and after my first maternity leave, I joined the UK recruitment
team in 2021 as an MBA Executive Recruitment Officer. Following a second maternity leave, I then moved into theGroup Talent and Reward team and now work as a Talent Development Specialist which focuses on thedevelopment of existing employees, helping to maximise their potential. Very recently I have been offered theopportunity to work as a Talent Partner in our Data and Pricing area, which is very exciting! Throughout these last
6 years I have been able to work flexibly around my young family and that has not impacted me in my career
ambitions one bit.”
Joelle Evans, Talent Partner“I’ve recently been onboarded as the new Diversity, Equity and Inclusion Project Lead, which means that mypersonal and work life are merging together like never before. I will be ensuring that I never again feel “tooQueer” in the workplace, so to set a clear precedent that there’s no such thing. By recruiting for Diversity, Equityand Inclusion, it’s clear that Admiral are investing in their future and passionate about continuous improvement
for their customers, their people and the business.
Eve Reynolds, Diversity, Equity and Inclusion Project Lead10