2018 Gender Pay Gap Report

Inclusion at Just EatJust Eat is committed to providing opportunities to all our employees. We provide a working environment that supports innovation and collaboration for all our teams worldwide.

To opportunities from the success in 2017 of our Women at Just Eat initiatives, we launched our Diversity, Inclusion and Belonging programme. The programme is sponsored by our Interim Chief Executive Officer, Peter Duffy.

During 2018 we invited a range of inspirational speakers to share their personal and professional experiences with our workforce. To foster an open culture on all things inclusion, we have created an online space on our intranet where employees can talk, ask for advice and speak openly about inclusion from anywhere at Just Eat.

We held events for National Inclusion Week, International Women’s Day, Black History Month, and Mental Health Awareness Week where external speakers, from transgender rights activists to suicide survivors, shared their personal stories. Feedback from these events was that employees felt inspired and motivated to bring their best selves to work. Throughout the year we introduced further resources to support our employees, including independent external coaches to provide a space to discuss their own personal circumstances.

Just Eat is proud of the inclusive culture we have built, and we’re committed to further developing this culture which is greater than focusing on gender pay gap alone.

Our Inclusion programme has led to a number of initiatives with the aim of reinforcing Just Eat as an inclusive employer. Technology is an area we specifically targeted in 2017 and have continued that work in 2018. We chose technology due to the historically male dominated nature of this sector. Our Chief Product and Technology Officer, Fernando Fanton, made a commitment to increase female representation throughout our technology teams. This led to a rise from 12% of the technology workforce being women at the end of 2017 to 22% in a twelve month window to the end of 2018.

Gender Pay Gap reporting

Our commitments

To support this commitment we have listened to the teams by running focus groups and listening tours to understand how we can contribute to closing the gender divide within the industry as a whole, not just here at Just Eat. We have also run an inclusive culture programme within the business, to help educate our technology department on how we can ensure Just Eat is an inclusive place to work. We have been dedicated to supporting local Women in Tech communities by hosting regular meetups with local groups, along with inspiring future talent by bringing in coding clubs hosted by our employees. We also regularly review our attraction practices, development opportunities, manager training and promotion processes to ensure we are removing any barriers to success for all employees regardless of race, culture, gender, sexual orientation, disability or any other individual characteristic. Just Eat has signed up to the Tech She Can Charter, founded by PwC. This is a commitment by organisations to work together to increase the number of women working in technology roles across the UK. We have broadened this to apply internationally to our technology teams.

Mira Magecha, Interim Chief People Officer

The gender pay gap is important to address, however it is essential to remember that there’s more to diversity and equality than this measure alone. We are making great strides to ensure Just Eat is an inclusive place to work, for example by developing our female talent from the ground up through apprenticeships and graduate schemes. Evolving, reviewing and identifying opportunities to support the development of female talent is crucial for Just Eat.

Inclusion at Just Eat

To our colleagues, customers, restaurant partners, couriers and friends, we say you are welcome here. No matter who you are, what you look like, who you love, how much money you have, what your religious beliefs, or takeaway preferences are – there’s a place for you at Just Eat.

Statutory reportThis report includes information relating to both our UK based companies (Just Eat Holdings & Just-Eat.co.uk Ltd). We are required to report these separately on the government website. The information contained in this report was collected on the 5th April 2018 in line with the report requirements.

The gender pay gap is something Just Eat is committed to improving. As a reminder the gen-der pay gap is not the same as an equal pay gap. Equal pay means men and women are paid the same for the same work or work of equal value. We do not believe we have any equal pay concerns. We monitor this annually as part of our annual salary review process international-ly. We believe in, and are committed to, equal pay for equal work.

Mean pay gap

Gender Pay

Holdings UK

2017 20172018 2018

23.5% 13.0%16.9% 12.4%

AMean gross hourly rate of pay of all male relevant employees employed on the relevant date

BMean gross hourly rate of pay of all female relevant employees employed on the relevant date

Ax 100A - B

Holdings UK

2018

17.8%

2017

13.1%

2017 2018

1.2%6.4%

CMedian gross hourly rate of pay of all male relevant employees employed on the relevant date

DMedian gross hourly rate of pay of all female relevant employees employed on the relevant date

Cx 100C - D

Median pay gap

Equal Pay Shows the difference in average pay between

men and women across all roles.Compares the pay of a man and a woman doing

the same role.

Bonus proportion

Holdings UK

(Number of female employees who received a bonus / number of female employees) x100

All employees are eligible to receive a bonus in the UK. New joiners after 1st October do not receive a bonus.

(Number of female employees who received a bonus / number of female employees) x100

Male MaleFemale Female

90.9%

85.5%

80.6%

86.4%

81.0%

88.2%

86.0%

81.1%

20172018

20172018

Mean bonus pay gap

Holdings UK

2017 20172018 2018

24.9% 58.6%36.6% 63.0%

EMean bonus pay of all male relevant em-ployees employed during the period of 12 months preceding the relevant date

FMean bonus pay of all female relevant employees employed during the period of 12 months preceding the relevant date

Ax 100A - B

Holdings UK

2018

53.1%

2017

36.3%

2017 2018

8.3%35.0%

EMedian bonus pay of all male relevant employees employed during the period of 12 months preceding the relevant date

FMedian bonus pay of all female relevant employees employed during the period of 12 months preceding the relevant date

Cx 100C - D

Median bonus pay gap

42.3% 52.8%46.0% 46.1%

22.7% 45.2%26.2% 43.7%

15.4% 35.5%19.0% 52.9%

28.2% 41.1%22.8% 36.9%

Lower

Holdings UK

Lower middle

Upper middle

Upper

2017 20172018 2018

Women in each pay quartile (based on government guidelines)

Ex 100E - F

Ex 100E - F

We’re committed to improving the gender pay gap at Just Eat and within the sector we operate. We recognise that at Just Eat – in common with other technology businesses – women are under-represented both in our technology department and in senior leadership roles. While we have made good progress in our efforts to hire, retain and promote talented women at every level of our business, there is more to do. We are committed to making Just Eat a brilliant place to work for all of our people. This means building an inclusive culture that reflects the diverse nature of our people - and where everyone is able to fulfil their potential.

Peter Duffy, Interim Chief Executive Officer

2018 Gender Pay Gap Report