REPORT

Lumen is taking
powerful andintentional steps togrow diversity andwomen in leadership2022 UK Gender
Pay Gap Report
Building a multi-national, multi-billion-dollar company is not always
easy. Lumen’s 2022 UK Gender Pay Gap results revealed that weneeded to continue to make bold changes to our people strategy.
The results spurred a heightened focus on ways to accelerate
opportunities for women to be promoted into leadership roles.
As part of our talent management philosophy, we are concentrating on improving
career opportunities for women, which over time should result in narrowing thepay gap and bonus gap. This year our median pay gap improved by 3% and ourmean pay gap improved by 6%. The percentage of women whose salaries arein the top 25% increased slightly from 13.2% in April 2021 to 13.3% in 2022.

MeanMedianPay Gap

14.9%

16.7%

Bonus Gap

31.0%

34.1%

Male and Female Bonus Pay Proportion“Deepening our understanding of equity
issues in our workplace helps us strengthen
our culture of trust and transparency among
our employees, our most valuable assets.
Kate Johnson
President and CEO, Lumen©2023 Lumen Technologies. All Rights Reserved. LEN1380

Proportion %95.9%

Percentage of UK female
representation by quartile

2021

2022

40.5%

2021

Percentage of femalesalaries in the top 25%

2022

35.9% 29.4%

30.4%
April 2021

Lower

13.2%

Lower Middle

April 2022

13.3%

Pay quartiles based on 936 employees across the quartiles
Upper

Upper Middle

13.3%

20.5%

GAP
-3.4%

GAP
0.8%
86.7%

Lower

79.5%

Lower Middle

30%

33.9%

GAP
1.5%

reLoGAP
1.3%mipmsu70%Male

66.1%

FemalePositive Mean Pay Gap Quartiles indicate males are paid more

©2023 Lumen Technologies. All Rights Reserved. LEN1380

At the start of 2022 we introduced diverse recruitment panels(where possible). In 2022 our % of women hired increased
to 45%, up from 39% in 2021 across the EMEA region.
Beginning in 2022 we introduced a “Promote from Within” initiative. In the previous
calendar year (2021), of the vacancies that were filled internally, 36% were filled bywomen. By encouraging people to progress their career and having more proactive
conversations about career development, the % of vacancies filled internally overall
has risen, plus the % of these filled by women employees increased to 44%.
In recognition of the fact that some experienced women exit the workforce at thepeak of their experience and capability because of the impact of the menopause,
Lumen introduced a menopause approach, aimed at normalizing the conversation
regarding the menopause and ensuring that women are supported if they encounterchallenges which may impact their working lives.
Lumen EMEA introduced a more structured pay review approach from the startof 2022. Along with empowering managers to make pay recommendations basedon objective criteria (such as performance), we cross check for gender bias bothin terms of the number of employees recommended for increases and the size of
those increases.
Our Employee Resource Group (ERG), Women Empowered, continues to run anactive agenda, often collaborating with other ERGs on intersectional issues to ensurethat Lumen humans are confident, articulate and informed on diversity issues.
Lumen is proud to have been awarded recognition by Forbes as being a great place
for women leaders.

“Diversity, inclusion and belonging continues
to be key for our EMEA region. I am proudof the steps we have taken to drive fairness
in our business and am particularly proud
to see increasing numbers of women in ourleadership ranks.
Annette Murphy
Regional President,
EMEA & APAC

©2023 Lumen Technologies. All Rights Reserved. LEN1380