Gender Pay Audit
Report, 2022

Gender Pay Audit Report, 2022

Sophos is committed to building an inclusive
culture, where everyone feels they can do thebest work of their careers. We believe thatdiversity of all types is critical to our ability
to adapt to a fast-changing environment. A
diverse workforce provides new outlooks andperspectives, which improve problem solving,and innovative outcomes. Our business simply
performs better when employees from all
backgrounds, age, race, sexual orientation,religion, national origin or gender work
coherently together.
In France, legislation requires all companies
from March 1, 2020 with 50 or more employees
to conduct and publish a Gender Pay Audit. This
examines pay data between men and womenfor our French employees only. We welcome
this opportunity to reflect and test how wedeliver on our internal commitment to inclusionand equality. The report encourages greatertransparency and understanding, and better
equips us to drive actions that will affect realchange.
The figure for the Gender Pay Audit obtained bySophos in 2022 for 2021 is 93 points out of a
total of 100 points for an average of less than
50 employees in 2021. This score consists ofpoints awarded under a number of different
categories, such as salary comparison between
men and women per age group and level ofresponsibility and the number of salary increases
based on gender. This is the second year we haveconducted an audit in France, and we are pleased
to announce an improvement from last year evenif we still have opportunities for improvement.
Over the last year, Sophos has launched aDiversity & Inclusion panel, which consists ofvolunteers across our global locations. The panel
meets quarterly to share ideas and best practices,
identify and promote diversity policy and actions,and provide a diverse and representative voice
to inform key decisions. As part of the initiative,
we have initiated several Employee Resource
Groups (ERGs), which provide an open forum foremployees who share a common identity and/or allyship to meet and support one another inbuilding their community and sense of belonging
at Sophos. We have relaunched our Sophos
Women in Technology ERG, which has beenstrengthened by a global Chair and core actiongroup, who are helping to steer global projects andinitiatives including recruitment, compensation
and benefits, community outreach, and internal
education and advocacy.

In addition, we have introduced:• Quarterly Gender Reporting (populations andpay)• Annual gender pay audit in performance
reviews and compensation reviews• Unconscious bias training, which is mandated
for all employees annually and forms part ofour onboarding program• D&I metrics capture• D&I questions as standard to our company
survey• Enhanced flexibility for home working andflexible working
We are committed to continuing our work to put
equality at our core, introduce improvements toour people programs, and strengthen our efforts
in improving diversity at Sophos.

Amanda Mallow
SVP & Chief HumanResources Officer2© Copyright 2022. Sophos Ltd. All rights reserved.
Registered in England and Wales No. 2096520, The Pentagon, Abingdon Science Park, Abingdon, OX14 3YP, UKSophos is the registered trademark of Sophos Ltd. All other product and company names mentioned aretrademarks or registered trademarks of their respective owners.
22-02-23 (MP)