Gender pay gap

Vodafone’s ambition is to be one of the world’s leading employers for Women by 2025. We are confident our inclusion for all programs and policies, and our Fair Pay Principals at Vodafone will help us reach this goal while continuing to reduce our gender pay gap in Ireland.

The way Vodafone pays its employees is based on our Fair Pay Principles. This means that everyone gets paid fairly, no matter their level, location, or role. One of the Fair Pay Principles is that pay should not be affected by things like gender, age, disability, gender identity and expression, sexual orientation, race, cultural background or belief.We review these things every year to make sure that everyone is being paid fairly.Our reward framework is designed to promote fairness and openness, and reduce the opportunity and impact of any unconscious bias, through:

• A published Total Reward policy that sets out our approach to setting base salary and allowances, short and long term Incentives and our global recognition scheme

• Objective salary ranges for all our roles, supported by robust policy and procedures

• A consistent and transparent policy for setting on-target bonus and long-term incentives levels

• Bonus and long-term incentive schemes based on collective company performance

• A learning pathway to help educate our employees about Vodafone’s philosophy and approach to pay, benefits and recognition

Equal pay means that women and men are paid the same for doing the same job. The gender pay gap compares how much men and women are paid on average for all jobs.At Vodafone, we pay our men and women equally, but like most companies, we have a gender pay gap.

Vodafone has a gender pay gap because right now, there are more men than women in senior and specialist positions.These are the types of jobs that usually pay more money. So, the average male pay is higher than the average female pay.

We calculate the median and mean average hourly rate for men and women. This is for employees in Ireland and it follows the Irish regulatory methodology.The difference between these figures is our Ireland gender pay gap.

We calculate the median and mean average bonus pay for men and women working in our Ireland operations, as per the regulatory methodology.The difference between these figures is the bonus pay gap.

Mean and median are two different things. To calculate the mean, you add all the values together and then divide by how many there are.The median is the number in the middle of all the values.

Employee hourly pay is ranked from lowest to highest, and divided into four quartiles. Each quartile has an equal number of employees.We then look at the proportion of males and females within each quartile, to understand how many there are at each of the four pay levels.