Mimecast Australia Gender Pay Gap Report 2023 Our Compensation and How do we know we’re Pay Equity philosophy paying equitably? By ensuring that our compensation practices are equitable, we can • Job Architecture: Mimecast has a robust Career Framework in place attract and retain the best talent, increase employee engagement, that provides a well-de昀椀ned approach as to how we de昀椀ne and and foster a more inclusive and diverse workplace culture enabling understand roles at Mimecast. This ensures our compensation Mimecasters to do their best work, best teamwork and greatest learning. decisions are objective, consistent and aligned to pre-established With this in mind, the core pillars of our philosophy are that guidelines and criteria. compensation should be: • Incremental Pay Audits: During each of our major pay processes, we 1. Market competitive - competitive to the markets and geographies leverage demographic data including Gender and conduct an analysis where we compete for business and critical talent using our Compensation Planning reports built into our HRIS to ensure equitable compensation. 2. Internally aligned – across all Mimecasters and based on the design of our compensation programs • Manager Enablement: Our Total Rewards team in partnership with HR provide comprehensive resources and Manager training to ensure 3. Merit based - rewards exceptional performance levels based on an Managers and Leaders are equipped to make fair pay decisions for objective assessment of both what and how work is done their teams. 4. Equitable and Fair – all employees are included, biases are mitigated and compensation practices are consistent 07