Gender Pay Gap Reporting

Creating Opportunity to Reach Potential

A Culture of Inclusion

At PageGroup our Purpose is to ‘change lives for people through creating opportunity to reach potential’. As an inclusive, global organisation we are determined to be as diverse as the markets in which we work and the customers we serve. Gender equality and a focus on the gender pay gap are key to that inclusion.

We have worked hard over recent years to drive improvements in diversity across the Group. Our people tell us they like working at PageGroup because, as well as clear career paths and progression, we’re passionate about the things they care about. We’re proud that diversity and inclusion is an area where we see the most positive sentiment in our employee survey. In 2019 it was the third highest scoring category (82% favourable) and responses to the question ‘At PageGroup all employees, regardless of their differences, are treated fairly’ showed a 5% point increase over 2017.

Like many companies while we have a gender pay gap driven by having more men than women in senior positions across our business, we do not consider this to be a result of any equal pay issues. The gender pay gap measures the difference between the average earnings of men and women regardless of their roles, whereas equal pay relates to ensuring women and men are paid equally for equal work. We are fully committed to equal pay in PageGroup and have a gender-neutral approach to pay across all levels.

We are pleased with the progress we’ve made in gender diversity over recent years, but know we still have work to do in closing the gender pay gap. The organic nature of our business, with senior employees almost always being promoted from within, means this will take time but our efforts are focused on accelerating the change.

We pride ourselves on leading our industry in promoting an inclusive culture and providing a working environment where all our employees feel valued and heard.

Diversity and inclusion, including gender equality, is embedded across PageGroup, from attracting employees and on-boarding through career progression, succession planning, recognition and reward, performance management and employee communication and engagement. In 2019, for the first time, all our Managing Directors globally had gender diversity targets as part of their bonus objectives.

Our commitment to inclusion within PageGroup is supported through a wide variety of initiatives, networks and activities. Outside our business, we are proud to lead the way with public recognition through awards and the commitments we have made.

We know we have more to do to improve our gender pay gap and we are confident we will continue to see positive results as we embed and improve the broad range of activities and actions we have in place to further that ambition.

Gary JamesGroup HR Director

Sarah KirkGlobal Diversity & InclusionDirector

2018 Change

Measuring Our Gender Pay Gap

How we measure and results

Combined Gender Pay Gap Results (includes PageGroup employees and temporary workers at client companies)

This is the third year we have reported on the Gender Pay Gap and it reflects:

Ū The mean and median Gender Pay Gap as at 5 April 2019

Ū The mean and median Gender Bonus Gap based on the 12 months prior to the point of

analysis on 5 April 2019

We are required to report on results which include our own employees in the UK as well as

temporary workers for whom we manage payroll.

We have full responsibility for the pay levels of our own employees but not for the pay rates of

temporary workers, which are set by our clients.

Gender Pay Gap

Bonus Gender Pay Gap

Proportion receiving a bonus payment

2019

19%

50%

30%

Mean

Mean

Female

14%

31%

43%

Median

Median

Male

21%

51%

36%

Mean

Mean

Female

16%

36%

47%

Median

Median

Male

-2%

-1%

-6%

-2%

-5%

-4%

Female Male

Mean

Mean

Median

Median

Mean figure = the difference between the average of men’s and women’s pay Median figure = the difference between the midpoints in the ranges of men’s and women’s pay

2018 Change

PageGroup Gender Pay Gap Results (only PageGroup Employees)

We also choose to publish results which relate solely to our own people. This group does not

include the temporary workers whose pay is set by our clients, so it gives us a true picture of our

internal gender balance. It helps us track and measure the outcomes of our focus and gives an

internal benchmark that we can fully influence.

Gender Pay Gap

Bonus Gender Pay Gap

Proportion receiving a bonus payment

2019

18%

51%

70%

Mean

Mean

Female

16%

31%

80%

Median

Median

Male

23%

53%

72%

Mean

Mean

Female

23%

33%

80%

Median

Median

Male

-5%

-2%

-2%

-7%

-2%

0%

Female Male

Mean

Mean

Median

Median

Mean figure = the difference between the average of men’s and women’s pay Median figure = the difference between the midpoints in the ranges of men’s and women’s pay

Understanding the Gap

Combined Results: PageGroup Results:

We have seen encouraging, positive

movement in nearly all the required

reporting metrics. The Mean Gender

Pay Gap has reduced to 19% from

21% and the Median Gender Pay Gap to

14% from 16%.

There has been an increase in the

proportion of females across all quartiles.

The upper quartile band represents the

top 25% of people when ranked by pay.

Females represent 45% of this quartile,

up 3% from 2018. The upper middle

quartile also shows an increase, up 3% to

60% female. The lower and lower middle

quartiles are both 63% female.

Bonus payments show positive movement

with a Mean Bonus Gender Pay Gap of

50%, down from 54% last year, and a

median bonus pay gap of 31%, down from

36% in 2018.

The one metric which has not improved

is the proportion of females receiving

a bonus, down to 30% from 36%.

However, there was also a fall in the

proportion of males receiving

a bonus (to 43% from 47%)

demonstrating that fewer

people overall received a

bonus payment in 2019.

These combined results

include a large population

(more than 55%) of

contractors who are outside

the control and influence of our

approach to our own people at

PageGroup.

We have seen improvements in the Gender Pay Gap for

both pay and bonus. For pay, the Mean Gender Pay Gap

has reduced by 5% to 18%. The Median Gender Pay Gap

is down 7% to 16%.

This is a reflection of the work we have done to support

women within our inclusive culture, and to actively improve

the proportion of females in senior leadership positions

within our business. Given the organic nature of promotions

at PageGroup, this focus is key and while there is clearly

more to be done, this is a solid improvement within

one year.

The bonus pay gap has improved by 2% but is still

significant at 51% for the Mean Bonus Gender Pay Gap.

This figure is impacted by the number of male Executive

Board members and functional leads on the UK payroll.

The Median Bonus Gender Pay Gap is far lower at 31% for

2019, also a 2% improvement on 2018.

The gender split of our own people is now 52% female

and 48% male. This ratio is fairly consistent across the

pay quartiles although we still have a larger proportion of

females in the lower and lower middle quartiles. The upper

quartile is 40% female so needs improvement compared to

the 52% in the total population. Compared to 2018,

that figure has improved from 37%.

The one measure we have seen fall is

the proportion of women receiving

a bonus, with a drop from 72%

to 70% compared to the figure

for men staying at 80%.

There are several factors to

consider for this performance-

related measure, including the

proportionately higher number

of new starters who are female

and therefore not yet qualifying for

a bonus.

Closing the Gap

We recognise that we have a Gender Pay Gap at PageGroup and it exists for a couple of reasons.

The organisation is headquartered in the UK, several Executive Board members are on the UK payroll and are therefore included in the UK figures. This

Executive Board, coupled with the lower proportion of women holding the Group’s most senior leadership

roles means we have fewer females in the upper quartile. We also have a higher proportion of females

in the lower two quartiles of pay.

We operate an organically grown business with the vast majority of promotions from within. Therefore our

focus remains on all our initiatives to hire, support, develop, promote and retain more women, enabling

us to close the gap more quickly.

Supporting Women across PageGroup

We support and promote an inclusive culture and working environment where all our employees

feel valued and heard. Our framework supporting inclusion includes:

� Support networks including: Women@Page, Parents@Page, Pride@Page, Abililty@Page

and Unity@Page

� Dynamic Working: a flexible approach to working focused on creating a modern work

environment that places performance first, not ‘presenteeism’

� Global mentoring programme for women

� International Women’s Day: activities included senior leaders sharing their support

and commitments, events with guest speakers, and personal stories from women across

PageGroup

� Health and Wellbeing Week including World Mental Health Day, involving personal,

powerful and inspiring stories, including many from inspirational women, especially mothers.

In our Have Your Say survey, health and wellbeing saw a +6 point net difference compared to

our previous survey

� On-going global communication programme sharing career journeys which

demonstrate the success of ‘people like me’ (A Woman’s Journey)

� Leadership training focused on inclusion:

dedicated content at our Global Director Academy

demonstrating what inclusive leadership means at

PageGroup

� Performance objectives for Managing

Directors include progression in diversity

and inclusion

We support our employees as they balance the demands of work and family through a range of

initiatives aimed at both mothers and fathers, including:

+ Parenting seminars and webinars covering topics such as how to keep your children

safe online

+ New Parents and Maternity Workshops – Pre and Post leave workshops where other

parents from across the business can ask questions, and share experiences

+ Work+Family Space Portal – includes free emergency back-up child/elder care, access

to resources and experts

+ Signing the Working Forward Pledge – supporting pregnant women and new parents

at work

+ Affiliation with the P3 network for our LGBT parents, or parents of LGBT children

+ Initiatives such as ‘Bring your kids into Work’ days