Avaya Gender Pay Gap Report: Ireland

Avaya Gender Pay

Gap Report: Ireland

June 2022

Avaya Gender Pay Gap Report: Ireland 2

www.avaya.com

Our employees are the driving force behind Avaya’s every success in creating experiences that matter for

customers, partners, suppliers, employees and other stakeholders. Our people 󼴩rst strategy enables a culture

that empowers our team members to leverage their strengths and experiences to deliver world class services

and cultivate innovation. The successful execution of our strategy is underpinned by the cultural principles of

Inclusion, Simplicity, Accountability, Trust, Teamwork and Empowerment demonstrated in the way we work

and in everything we do. Fundamental to building and supporting an inclusive culture in which every individual

group is welcomed, respected, supported and valued is our commitment to equality – including equal pay for

equal work. In furtherance of its commitment, Avaya undertakes regular internal and external benchmarking

analyses to evaluate, identify and mitigate historic and existing pay gaps within our industry by setting goals

and continuously monitoring the impact.

Avaya is committed to transparency through this Ireland Gender Pay Gap Report measuring the di󼴨erences

between men and women within Avaya’s Irish employee population per the applicable reporting requirements.

Our 󼴩rst Ireland Pay Gap Report provides us the opportunity to listen, learn and build toward excellence. We will

continue to focus on pay equity alongside our global commitment to increasing female representation across all

levels of the organization.

The results of the Ireland Gender Pay Gap Report identify opportunities for improvement as the di󼴨erences are

driven by employee demographics. Like many other technology services companies in Ireland and across the

industry, there are a greater number of men than women in senior positions and in roles within business units

that o󼴨er higher levels of compensation. As one of our 󼴪agship R&D hubs, the employee population in Avaya

Ireland is predominantly made up of technical/engineering roles which typically receive more equity than

colleagues in non-tech roles because of the competitive market for their expertise. This is an industry wide

issue, which we are committed to mitigating by actively increasing female representation across all levels of the

organization around the globe.

At Avaya, we support women’s economic empowerment by developing a diverse talent pipeline, building a

workplace that mirrors the society in which we do business, a workplace where individuality is celebrated and

harnessed to promote diversity, equity, inclusion & belonging (DEI&B) to empower all of our employees to

leverage their strengths and experiences, and investing in development programs at every level to enhance

engagement, retention and the opportunities for internal talent to assume future leadership roles. Avaya

maintains several leadership and employee development programs globally designed to prepare them to

progress into more senior, higher paid roles across the organization over time.

Introduction

At Avaya, we are focused on becoming a destination place

to work, building a culture of success where everyone feels

valued, productive, and has equal and ample opportunities

to learn and grow. As a team, we’re all about thriving both

inside and outside the workplace, with 󼴪exible, supportive

and inclusive work practices, and rewards and recognition

for a job well done.

Avaya operates in an industry and sector with historic gaps

in gender employment and pay. This report is a key element

of our regular internal analyses and benchmarking process

to eliminate those historic pay gaps. We set goals, activate

plans to reach them, and evaluate the success of our e󼴨orts.

We’re listening, learning and building on those lessons, and

we commit to continuing our e󼴨orts in this area to ensure

equal opportunities and a strong sense of belonging for

everyone at Avaya.

Alan Masarek, Avaya CEO.

Avaya Gender Pay Gap Report: Ireland 3

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We acknowledge the industry-wide challenge we face for available skills and maintain our focus on developing and retaining our female talent from early in

career through to senior leadership. Some highlights of our initiatives include:

Leadership Development Programs

Avaya o󼴨ers a variety of leadership development programs for employees at

all levels, from 󼴩rst time leaders to executives. We maintain internal programs

supported by leadership activities and o󼴨er custom programs through our

partnership with some of the most well-respected thought leaders in the industry.

Our Women’s leadership development program is an immersive experience looking

to drive positive change results and accelerate the advancement of female talent

across all line of business in our organization, equipping them with the necessary

tools to increase their leadership impact.

Avaya Academy Program

The Avaya Academy is a global training program for recent college graduates who

are recruited into an immersive training program providing insight into the industry,

Avaya’s o󼴨erings and outcome-based sales skills to accelerate their success in an entry

level sales position.

Re-imagined hiring model

In recent years we’ve put in place measures to mitigate bias, drive inclusive hiring

practices and help ensure a diverse talent pool. We achieve this through inclusive

hiring processes, inclusive job descriptions and by implementing tools that support

hiring decisions at every stage with merit-based screening and gender neutralization

automation tools.

Avaya Global Mentoring Program

Our employees bene󼴩t from a Global Mentoring Program established to enable them

to take an active role in their career development journey through a paired mentoring

relationship designed to connect people from across the organization to share and

learn critical knowledge and skills. Our employees serve as mentors, mentees or both

and participants increase business acumen, develop interpersonal and leadership

skills, build cross-functional and global connections and more.

Employee Resource Groups

Avaya has bene󼴩tted from the signi󼴩cant growth in Employee Resource Groups (ERGs), employee-led groups that bring employees together to foster a sense of belonging at Avaya.

Avaya’s 󼴩rst globally sponsored ERG, Women Inspired Network (WIN@A) focuses on women’s development, recognition and internal networking and is dedicated to the empowerment

of women and advancement of women led business initiatives. Avaya’s ERGs enrich our brand, culture and employee experience by supporting personal development, enhance

retention for our diverse workforce, drive cultural awareness and advocate for authentic engagement with our marketplace.

Avaya Gender Pay Gap Report: Ireland 4

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Avaya Gender Balance

Goals and Action:

The gender pay gap calculations provided in this report are summary statistics

using a snapshot date of 12th June 2022 that compare the pay received by all

females to the pay received by all males employed by Avaya in Ireland.

Note: on 12th June 2022, in additional to our Full-Time Employees, Avaya also

employed 2 part-time employees (1 Male/1 Female)

Hourly Pay:

Bonus Pay:

The mean pay variance is

the di󼴨erence between the

average hourly pay of men

and women

The mean bonus pay variance

is the di󼴨erence between the

average bonus pay of men

and women

The median pay variance

is the di󼴨erence between

the midpoint in the ranges

of hourly pay of men and

women

The median bonus pay

variance is the di󼴨erence

between the midpoint in the

ranges of bonus pay of men

and women

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Avaya Ireland 2022 Gender Pay Gap Data

Average Pay Di󼴨erence Between Men & Women

The percentage of employees receiving a bonus:

Full-Time Employees

Part-Time Employees

Percentage Receiving Bonus Pay

Hourly Pay

Hourly Pay Woman

Mean

Full-Time Employees

Median

Part-Time Employees

Bonus Pay

Bonus Pay Men

22.1%

76.7%

88.6%

100%

22.1%

42.2%

50.6%

48%

86.5%

48%

86.5%

Avaya Gender Pay Gap Report: Ireland 6

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Lower Middle Quartile

Upper Middle Quartile

Lower Quartile

Upper Quartile

Avaya Ireland 2022 Gender Pay Gap Data

The percentage of employees receiving bene󼴩ts

The proportion of employee in each pay quartile

according to gender

Percentage Receiving Bene󼴩ts

Woman

Full-Time Employees

Woman WomanMen Men

Part-Time Employees

Men

44.7%

20%

35%

46%

91%

80%

65%

54%

51.8%

50.6%

De󼴩nition (per reporting requirements) “bene󼴩ts in kind” and include any non-cash

bene󼴩t of monetary value provided to an employee. This would include the provision of a

company car, voluntary health insurance, stock options, or share purchase schemes.

Proportion of Women and Men in each Pay Quartile.

Note: We are unable to provide the gender pay gap using hourly pay of employees on

temporary contracts, as we do not hold compensation data on contracted employees.

100%

0%0%

0%100%

100%0%

100%

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11/22 • MIS15772EN-02

We con󼴩rm that our data has been calculated according to the requirements of the Employment Equality Act 1998 (section 20A) (Gender Pay Gap Information) Regulations 2022.

Questions can be referred to HR at the following email: tierneyc@avaya.com

Disclaimer:

Note: To align with Irish government reporting requirements, data in this report refers to the traditional sex categories of male and female. Avaya respects that gender is on a non-binary

spectrum, based on the employee's self-identi󼴩cation, and reporting in this manner should not be interpreted as our position on the issue. We con󼴩rm that per regulatory requirements,

our gender pay gap 󼴩gures have been calculated in line with the regulations set out in the Gender Pay Gap reporting.

Director of Avaya International Sales Limited, December 2022

John Hynes