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