20 Living wage We pay the Real Living Wage, as outlined by the Living Wage Foundation, for people working at Pentland Brands in the UK. This goes beyond the statutory National Living Wage and minimum wage to pay an amount that better reflects the cost of living. We ensure we pay at least the statutory minimum wage for our employees across our global sites. We maintain high standards and processes to make sure that pay is determined on a fair and comparable basis, for every role in our organisation. This includes consistent role evaluation processes and internal and external salary and benefits benchmarking for roles. Gender pay gap Workplace flexibility impacts gender equality, with data showing childcare responsibilities more likely fall to women. We introduced smart working policies to tackle this so that, wherever possible, we can give people increased flexibility around where, when and how they work, which will ultimately open up more career opportunities, particularly for women. Were mindful that the area to improve is the disproportionate number of men within the director level of our organisation. We are doing this through a combination of continued succession planning, talent pipeline development and external recruitment. See our Gender Pay Gap report here. Equal opportunity Our people *Undeclared 5% Female 51% Male 44% *The figure represents our employees across our global offices. It excludes 77 people who chose not to share their data. UK Executive team *(April 2022) Female 40% Male 60%