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