2023

Gender Pay GapReport
Snap UKAbout Snap
Snap’s mission is to empower people to express themselves, live in the moment, learn about the world,and have fun together. We are proud to serve an incredibly diverse community of over 800 million
monthly Snapchatters around the world, and we believe that creating an inclusive workplace andinclusive products are central to achieving our mission. Our Diversity, Equity and Inclusion (DEI) strategy- as set out in our Diversity Annual Report - underpins our ability to achieve this mission and is built
around inspiring empathy, redesigning systems, and driving accountability.

OU R P H I LOSO PHY ON EQUAL PAY
At Snap, we are committed to pay equity which
ensures “equal pay for equal work”; this means wefocus on paying our team members fairly,
consistently and in line with the market for eachjob function and level, regardless of gender. TheGender Pay Gap is di erent from equal pay for
equal work; it instead calculates the aggregateddi erence between what men and women earn,
based on their hourly average earnings.
TH I S Y E A R’S G E N D E R PAY GAP R E P ORTThis year's report - which re lects a snapshot of our UK business in April 2023 - shows our median paygap remained consistent, whilst the hourly pay gap increased slightly. This was due to continued outsize
representation of men in technical roles and some changes to UK-based leadership. As a result, there
was a higher proportional increase in the mean hourly pay of men compared to women, causing therise in the mean hourly pay gap. The median hourly pay gap remained consistent with last year as thismetric is less impacted by highly paid or lower paid outliers.
From April, we saw the impact of our e orts and made bigger strides in increasing the representation ofwomen in UK leadership - between December 2022 and December 2023 we doubled therepresentation of women leaders in the UK (from 21.4% to 42.9%).
We are pleased with the progress and proud to have a brilliant team of women in leadership here in theUK (and across EMEA), however there is still work to do. We continue to focus on three key areas toclose the gap: 1. Inclusive Culture, 2. Inclusive Hiring and 3. Talent Development and Progression. Thisreport sets out more detail of our activities against these three priority areas, below.

STAT U TO RY DEC L A R AT I O N
We con irm that the information and data in this report are accurate and in line with the requirements ofthe Gender Pay Gap Reporting Regulations.
Arun Batra
Senior Director, DEI

Bridget Lea
UK General Manager

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What our Data ShowsO U R 20 2 3 U K B INA RY GE NDE R PAY GAP
There’s been little change in Snap’s median hourly pay gap this year, at 23.1% in favour of men (+0.1ppfrom 2022) whilst the mean hourly pay gap has increased, at 27.4% in favour of men (+8.1pp from 2022).
Our full statutory gender pay gap igures are below.

H O UR LY PAY GA P
2022

B ONUS PAY GAP

2023

2022

WHO R ECE IVE D B ONUS PAY

2023

53.8% 54.4%

50.9%

53.1%

96.0%
Women
(2022: 89.8%)

27.4%
23.0% 23.1%

19.3%

95.9%
Men

MEDIAN

M EAN

M EDIANPAY Q UA RTIL E S

Women

Upper

24.5%

Upper middle

31.1%Lower middle
Lower

ME AN

Men

Change in representation of women

75.5%-3.9pp (2022: 28.4%)

68.9%

47.1%
60.2%

(2022: 89.6%)-+2.0pp (2022: 29.1%)

52.9%
39.8%

+9.5pp (2022: 37.6%)-1.3pp (2022: 61.5%)

For our statutory report, we utilised the hourly rates of pay and the organisation demographics of SNAP GROUP LIMITED, UK as of the snapshot
date of 5th April 2023 and the bonuses paid in the 12 months up to 5th April 2023.

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Improving Representation
within Snap
We remain committed to achieving our 2025 Diversity Annual Report goals, increasing the global
representation of women in tech to 25% and women in leadership roles (Director+) by 30%, to 34.5%.
2023 saw our strongest year on year growth in the representation of women in leadership roles
globally which increased by 4.6 percentage points (pp) to 33.7%, its highest representation to date.
In the UK speci ically, across 2023 we doubled the representation of women in leadership to 42.9%.
Despite this progress, we’re still not where we want to be and we are focused on three key areas toimprove representation.

1. INCLUSIVE CULTURE
In Q1 2024 we launched Snap’s irst DEI Playbook.
This unique resource provides on-demand,actionable guidance for all team members to
support inclusive decision making. It also criticallyinforms team members on how we can allcontribute to an inclusive workplace for womenand underrepresented groups at Snap. It covers acomprehensive range of topics relevant for all
roles and geographies, from hiring; allyship; crosscultural working; and support for managers.
Powered with insights from our employee
engagement survey we will also be delivering
inclusive culture workshops in the UK. We continue
to maximise our Employee Resource Groups(ERGs) and have evolved ERG strategies to centre
on internal engagement and professional
development, aligned with our focus on workforce
representation.

We remain committed to our inclusive bene its o ering
Over the last 12 months we launched our UK Menstrual and Menopause leave policy and provide all UK
based team members with up to 10 additional days of paid time o per calendar year for menstrual andmenopause related absences. Snap also provides reimbursement support for fertility treatments, suchas IVF and egg/sperm freezing, 26 weeks maternity leave at 100% pay and 16 weeks paternity leave at
100% pay, and access to private care coordinators to support team members who are caregivers.

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2. INCLUSIVE HIRING
In last year’s Gender Gap Report we highlighted
our global inclusive hiring programme, which
implemented checkpoints focused on achieving
minimum candidate diversity thresholds at eachstage of the hiring process for leadership roles. Inthe UK, this was speci ically focused on women.
This program proved successful in diversifying
our leadership hires and in Q4 2023 we
expanded the scope to be applicable to all seniorindividual contributor and above roles, globally.
Throughout 2024 we will be developing
mechanisms to improve adherence to thecheckpoints for all applicable roles, and holdleaders to account. These updates include:noti ications for hiring managers on whether
their process meets minimum candidate
diversity thresholds; providing leaders with moreregular, real-time data, to monitor their progress;
and a UK-wide ambition to achieve 100%
adherence to the program.

3. TALENT DEVELOPMENT ANDPROGRESSION
Finally, across 2024 we will also have anenhanced focus on supporting the development
and progression of underrepresented groups atSnap. We remain committed to e ectively
evaluating the diversity of our leadershippipeline, via succession planning, as well as
providing mentoring and sponsorship
opportunities speci ically for our technology
teams. We are also exploring additional tools tobuild into our talent processes, to identify andhold managers to account for providing growth
opportunities to high performers.

This journey will take time but we believe these commitments will help us move closer to achieving ourDiversity Annual Report goals and further closing the UK Gender Pay Gap.

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