2024 UK Gender Pay Gap Report

UK Gender Pay Gap Report 2023

Mimecast UK Gender Pay Gap Report 2023 Introduction We are led by our values and continuously learning. Mimecast believes that to ensure equity and fairness Mimecast is committed to ensure diversity, we must strive to actively advocate for women and transparency and equity across our organisation, other under-represented groups in our workforce. with inclusion as part of our core values. We want We place DEI at the centre of our business and our employees to feel respected, valued, represented educate manager and Leaders to understand the and successful. value of hiring within under –represented groups. As part of us wanting to improve our e昀昀orts We work tirelessly to ensure that we hire for diversity, across inclusion, Mimecast reports on the Gender that we actively seek to promote women and that we Pay Gap to demonstrate transparently where we Janet Prosper put programs in place which support women and all are as a company and where we would like to be under-represented groups to further their careers going forward. CHRO within our company. MIMECAST We have seen more women promoted into senior We believe that for us to continuously evolve and position in 2023 than in any other year and while we innovate as a company, we need to foster a culture recognise that this is still a work in progress, we are that is re昀氀ective of our society, and to do so we need proud of what we have achieved so far and the plans to ensure gender equality. we have for the future. 02

Mimecast UK Gender Pay Gap Report 2023 Women in Technology The shortage of diverse talent, including women, in the cybersecurity industry is widely publicised and as an organization we understand the importance of enhancing our workforce with strong diverse talent either through recruitment or retaining the talent that we have and developing that talent through our organisation to senior roles. We continue to invest the time and resources to increase and enhance our diverse and talented global community of Mimecasters. Our UK business currently has a ration of 30% women versus 70% men. HIRE MORE We have doubled down on our e昀昀orts to enhance our talent acquisition processes to attract and acquire the best talent and increase the diversity of our workforce. Our focus on hiring has driven measurable impact. Our talent acquisition team drives diverse slates for all roles, and in 2023, approximately 36% of our new hires were women. Female Male Grand Total 36 65 101 03

Mimecast UK Gender Pay Gap Report 2023 PROMOTE MORE RETAIN MORE We remain committed to talent management processes including Our ability as an organization to retain top talent is critical to performance management and promotion processes that are equitable our ability to scale with growth. Our approach to retention is with objective evaluation criteria and transparent guidelines for supported by the programs we have in place to identify, develop, Mimecasters to access. promote and therefore retain our female talent in the UK. All our managers are subject to unconscious bias training as part of the We have a talent planning process which goes all the way down hiring and EoY performance process the organisation to identify top talent. We also use a DEI lense In 2023, 42% of our senior manager and above promoted employees in to enable us to identify those from under represented groups, the UK were women, increasing the number from 2022. Whilst this is not including women, and create development for those groups to perfect we are proud to that a larger proportion of promoted women enable career progression. have moved to VP/Senior Director/Director and Senior Manager levels. Row Labels Female Male Grand Total CEx 1 1 2 Finance 1 1 2 HR 3 1 4 Legal 3 0 3 P&E 3 12 15 Sales 3 3 6 Security 1 2 3 Grand Total 15 20 35 Total % 42.9% 57.1% - 04

Methodology WHAT IS THE UK GENDER PAY GAP REPORT? The Gender Pay Gap Reporting (GPGR) legislation requires employers in the UK with 250 or more employees to publish calculations every year showing the pay gap between their employees who identify as men and women. WHAT DOES THE UK GENDER PAY GAP MEASURE? The UK Gender Pay Gap is a basic calculation of the percentage di昀昀erence between average hourly earnings for men and women, regardless of the work they do. Earnings include base pay, allowances and any other bonus and incentive pay paid 6 April 2022 - 5 April 2023. The Gender Bonus Gap is the percentage di昀昀erence in all incentive pay received by men and women in the 12 months up to April 2023, including bonuses and sales commission payments. WHAT ISN’T MEASURED? The pay gap is not a measurement of equal pay. It is one basic measure across all jobs, not a measure of the di昀昀erences in pay between men and women within the same job type. 05

Results 2023 UK PAY GAP DATA & INSIGHTS • A positive decrease in our median hourly average gender pay gap from 16.4% to 11.6% The Mimecast gender pay gap analysis • A positive decrease in our mean gender bonus pay gap from uses the government’s methodology, 27.2% to 11.0% determining hourly rates of pay for the • Female representation amongst our Upper and Lower Middle pay pay period April 2023, encompassing band (quartile) has steadily increased over the years since 2017 the snapshot date of 5th April 2023. The bonus gap calculations include • Female representation amongst our Upper middle pay band bonuses paid and equity released in (quartile) increased by 9% since last year. the 12 months prior. Hourly Pay Gap 2017 2020 2021 2022 2023 Hourly Pay Gap - Mean -12.3% 12.5% 17.1% 8.2% 13.3% Hourly Pay Gap - Median 17.9% 15.3% 11.3% 16.4% 11.6% Bonus Pay Gap 2017 2020 2021 2022 2023 Bonus Pay Gap - Mean 55.0% 44.9% 26.4% 27.2% 20.9% Bonus Pay Gap - Median 38.0% 32.5% 50.1% 23.5% 43.2% % Females receiving a bonus 46.0% 60.2% 53.7% 77.5% 78.6% % Males receiving a bonus 44.0% 46.1% 44.7% 69.6% 84.1% Hourly Pay Quartiles 2017 2020 2021 2022 2023 % of Females % of Females % of Females % of Females % of Females Upper 19% 16% 21% 25% 25% Upper Middle 15% 20% 18% 15% 24% Lower Middle 26% 31% 28% 34% 32% Lower 29% 32% 38% 34% 32% 06

Mimecast UK Gender Pay Gap Report 2023 RESULTS (CONTINUED) PROPORTION OF WOMEN IN EACH QUARTILE: • Women’s mean hourly rate is 13.3% lower than men’s Women Men • Women’s median hourly rate is 11.6% lower than men’s Upper (Highest Paid): WHO RECEIVED BONUS PAY: % % 25 75 % % Upper Middle Quartile: 78.6 84.1 % % 24 76 of women of men Lower Middle Quartile: received bonus received bonus % % 32 68 DIFFERENCE IN BONUS PAY: • Women’s mean bonus pay is 20.9% lower than men’s Lower (Lowest Paid): • Women’s median bonus pay is 43.2% lower than men’s % % 32 68 ABOUT MEAN AND MEDIAN: THE MEAN HOURLY RATE IS THE AVERAGE HOURLY WAGE ACROSS ABOUT QUARTILES: PAY QUARTILES ARE CALCULATED BY RANKING ALL EMPLOYEES THE ENTIRE ORGANISATION, SO THE MEAN GENDER PAY GAP IS A MEASURE OF THE DIFFERENCE IN AN ORGANISATION FROM HIGH TO LOW BASED ON THEIR HOURLY RATE OF PAY, BETWEEN WOMEN’S MEAN HOURLY WAGE AND MEN’S MEAN HOURLY WAGE. THE MEDIAN SPLITTING THE LIST INTO FOUR EVEN GROUPS AND LOOKING AT THE PROPORTION HOURLY RATE IS CALCULATED BY RANKING ALL EMPLOYEES FROM THE HIGHEST PAID TO OF WOMEN AND MEN IN EACH QUARTILE. THIS GIVES AN INDICATION OF WOMEN’S THE LOWEST PAID AND TAKING THE HOURLY WAGE OF THE PERSON IN THE MIDDLE. SO, THE REPRESENTATION AT DIFFERENT LEVELS OF THE ORGANISATION. MEDIAN GENDER PAY GAP IS THE DIFFERENCE BETWEEN WOMEN’S MEDIAN HOURLY WAGE (THE MIDDLE-PAID WOMAN) AND MEN’S MEDIAN HOURLY WAGE (THE MIDDLE-PAID MAN). 07

Understanding the Data Mimecast provides di昀昀erential Compensation Packages for those in Senior Roles by o昀昀ering competitive Bonus and Equity packages that encourage strong performance and employee retention amongst critical leadership positions. Roles that require strong technical expertise also attract higher pay in order to attract the best talent in an ever-growing competitive landscape. With a higher proportion of men than women occupying Senior positions and Technical Roles at Mimecast, our opportunity to reduce our gender pay gaps lies heavily in the hiring and retention of women in these areas across the business. Additionally, the gender balance in the Go-To-Market Function has been predominantly male, further contributing to the di昀昀erence in earning potential by gender. We are working closer with our female employees to support their progress and help them improve their career longevity in sales roles. 08

By ensuring that our compensation practices are equitable, we can attract and retain the best Our talent, increase employee engagement, and foster a more inclusive and diverse workplace culture enabling Mimecasters to do their best work, best teamwork and greatest learning. Compensation With this in mind, the core pillars of our philosophy are that compensation should be: 1. Market competitive - competitive to the markets and geographies where we compete for & Pay Equity business and critical talent Philosophy 2. Internally aligned – across all Mimecasters and based on the design of our compensation programs 3. Merit based - rewards exceptional performance levels based on an objective assessment of both what and how work is done 4. Equitable and Fair – all employees are included, biases are mitigated and compensation practices are consistent HOW DO WE KNOW WE’RE PAYING EQUITABLY? • Job Architecture: Mimecast has a robust Career Framework in place that’s provides a well- de昀椀ned approach as to how we de昀椀ne and understand roles at Mimecast. This ensures our compensation decisions are objective, consistent and aligned to pre-established guidelines and criteria. • Incremental Pay Audits: During each of our major pay processes, we leverage demographic data including Gender and conduct an analysis using our Compensation Planning reports built into our HRIS to ensure equitable compensation. • Manager Enablement: Our Total Rewards team in partnership with HR provide comprehensive resources and Manager training to ensuring Manager and Leaders are equipped to make fair pay decisions for their teams. 09

Mimecast UK Gender Pay Gap Report 2023 SOLUTIONS– DIVERSE CANDIDATE SLATES FOR ALL ROLES Where candidates self-declare their demographic data, including gender and What we will gender identity, we will continue to ensure a balanced set of CVs are reviewed, with a particular focus on those at Director and above levels to facilitate continue to do diversity in our applicant shortlists and leadership pipeline. We also actively source candidates from all under-represented groups for senior roles. This has assisted us in having strong and diverse candidates for senior-level roles, where women represented 42.9% of total senior-level promotions in the UK in 2023. Further, for Director-level and above roles, Mimecast leverages a Future Builders Program where members of our Employee Resource Groups participate in the interview process. This program sets us up to have a diverse pool of trained interviewers who actively facilitate discussions on our values and assess for inclusive leadership competencies amongst candidates. INCLUSIVE LANGUAGE TO ENCOURAGE DIVERSE APPLICANTS We continue to focus on using inclusive language in our job adverts to help attract candidates from a diverse range of backgrounds. Mimecast continues to use a external technology-based platform that identi昀椀es words that have been shown in research to detract women and other Underrepresented candidates from applying. The talent acquisition team actively replace these words to promote inclusion and attract a diverse applicant pool. INCLUSION AWARENESS TRAINING Mimecasters have ongoing learning and development opportunity workshops to deepen their understanding of key DEI concepts and their applicability to our work. Our annual 昀氀agship event, in recognition of Global Diversity Awareness Month in October, was attended by over 350 employees globally, where our headline speaker, Dr. Eddie Moore, delivered a thought- provoking session on the root causes of inequity and systemic biases. Regional events were hosted in our UK, Australian, USA and South African o昀케ces for employees to experience in-person discussions on inclusion and belonging. 10

Mimecast UK Gender Pay Gap Report 2023 DEVELOPING WOMEN THROUGH ACCELERATING WOMEN IN LEADERSHIP CAREER COACHING This year we launched our 昀氀agship Women in Leadership Our Mimecast Coaching Program, delivered by program MimecastHER; a women - centric not women – industry-leading coaching organization BetterUp, only program designed to empower our women to play to was o昀昀ered to members of our Employee Resource their unique strengths, lead authentically and thrive in their Group (ERG) including our Women at Mimecast careers at Mimecast and beyond. ERG. This program’s goal is to facilitate personal The program aims to: and professional e昀昀ectiveness and leadership capability growth. • Drive our talent development and Diversity, Equity Participants were matched with a virtual career and Inclusion strategy by di昀昀erentially investing in our coach and had the opportunity to access on-demand female leaders to build a future-ready organization coaching support ranging from career development, • Facilitate the advancement, engagement and retention communication skills, and wellness coaching. of our female talent WOMEN AND ALLIES EMPLOYEE • Establish an active community for female leaders RESOURCE GROUP Our Women and Allies Employee Resource Group (ERG), sponsored at executive level, continues to promote gender equality in and out of Mimecast. Two of Mimecast’s female senior leaders, Amber Johanson, SVP, Global Sales Engineering; and Mingyan Qu, SVP, QE and Engineering Services, act as executive sponsors to the ERG, providing advocacy for their members and shining a light on the importance of gender equity at work. 11

Mimecast UK Gender Pay Gap Report 2023 SOLUTIONS– Ongoing Programs WOMEN LEADERS MENTORING WOMEN PROGRAMME Designed to utilise the capabilities and learnings of Senior Women in Mimecast to mentor high potential women identi昀椀ed as part of the talent planning process. The success of this programme will be measured by: • A yet to be de昀椀ned percentage increase in women being promoted in Mimecast • A yet to be de昀椀ned percentage of women being rated as over-achieving on performance SKILLS BASED ASSESSMENT FOR INTERNAL HIRING AND PROMOTION • Re昀椀ne the capability framework and ensure that all functions have capability pro昀椀les • When reviewing candidates for internal roles or in-role promotion we will evaluate them against the skills and capability framework removing bias from the process and ensuring that all employees in under-represented groups are treated fairly and equably • We will put metrics in place to measure this based on percentage of women and other under-represented groups who are promoted or who gain other roles internally 1212

Mimecast UK Gender Pay Gap Report 2023 Conclusion Looking ahead... “We have seen real progress this year in the promotion of women into senior positions in Mimecast and areas where we have closed the pay gap. We have also seen DEI become front and centre of how we hire, promote and retain our employees as leaders and managers truly see the value of having a diverse workforce. However, there is always more to do to close gender gaps, promote women in Mimecast and celebrate the richness of diversity. The UK Leadership Team has seen a change in Leadership and even more emphasis placed on equity in managing employees. This team Pippa Gray is accountable and plays an active role in making Mimecast a place where Senior HR Director women can thrive and build an inclusive future for all, leaning into our MIMECAST recruitment, talent and performance programmes to hire, promote and reward women. I’m encouraged by the participation of our Mimecasters to actively lean into conversations about gender, equity and biases and to be vocal in ensuring fairness of policy and process. I continue to learn so much from them, which helps me ensure I can better support our employees and create meaningful change toward a more diverse and just workplace. “ "To align with UK government reporting requirements, data in this report refers to the traditional sex categories of male and female. Mimecast respects that gender is on a non-binary spectrum and reporting in this manner should not be interpreted as our position on this. I con昀椀rm that our data has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.” 13

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