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GENDER PAY GAP REPORT 2018.

International SOS Gender Pay Gap Report 2018

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INTERNATIONAL SOSGENDER PAY GAP REPORT 2018

STATEMENT FROM DOMINIK SCHAERERRegional General Manager, Europe

International SOS supports the Government’s objectives of the gender pay gap reporting. Following the publication of our first gender pay gap report in April 2018, we have continued to drive initiatives that will encourage the growth and development of our people, while simultaneously increasing the profiles of our female population. On 26th March 2019 we reported our pay gap information for the year ending April 2018.

We are confident that men and women are paid equally for doing equivalent jobs across our organisation and our policies and practices are fair.

For frontline, junior and middle management at International SOS Assistance Ltd in the UK there is no gender pay gap. Our gender pay imbalance is in the main driven by our senior regional and group executive positions being held predominantly and historically by male employees.

Our pay gap numbers are improving. While we have seen a positive increase in the percentage of our female population, who received a bonus payment during the year, we have also seen a slight increase in our mean and median bonus pay gap. This increase can be attributed to the improved financial performance of the group, which resulted in higher bonus pay-outs compared to the prior year.

GENDER PAY GAP REPORTING STATISTICS

Mean pay difference 40% Mean bonus pay difference 67%

Median pay difference 15% Median bonus pay difference 72%

Proportion of men/women who received bonus pay in the relevant period

Male Female

68% 63%

Number of men/women who received bonus pay in the quartile pay bands

Payband Male Female

Upper 67% 33%

Upper Middle 31% 69%

Lower Middle 33% 67%

Lower 42% 58%

International SOS Gender Pay Gap Report 2018

WORLDWIDE REACH. HUMAN TOUCH. 3

Leadership DevelopmentWe are continuing to invest in our leadership development training with the third cohort of our European Leadership Development Programmes (ELDP) launching in 2019. ELDP is a 9-months leadership training programme designed for our high performing population with the potential to move into a senior leadership role within the next two years. In the first two programmes, more than 50% of participants were female. In addition, we have launched a Female Executive Mentoring Programme for our high potential female employees with the aim of increasing female representation at director level and above.

#WorkDifferent Over the past year we launched our #WorkDifferent campaign, which is part of our commitment to creating a positive and flexible working environment. By working closely with our employees to understand their flexible working needs we were able to roll out a Flexible Working Framework which provides a common set of principles and guidelines which will be applied consistently across Europe. We understand that our employees have commitments outside of work and by allowing flexibility we hope to empower our employees to succeed in their careers as well as their personal life. We have seen a positive increase in the uptake of employees taking advantage of this flexibility, including a number of employees who have returned from maternity leave and successfully moved into leadership roles. To continue to support this we are also investigating the implementation of a Parental Leave Returners Programme. It is important to us that we are able to retain our committed and accomplished employees and that they can successfully integrate back into our business while being able to enjoy new parental responsibilities.

Job Banding We have launched a global job banding project to allow us to identify the internal and external relativities between job roles within the company. This will improve transparency for our employees in terms of the overall hierarchy and career pathways, as well as streamlining our talent management and succession planning processes across the organisation.

Think, Act, ReportIn addition, to show our strong aim to making a difference, we signed up and pledged our commitment to the Government’s Think, Act, Report campaign think-act-report.campaign.gov.uk since 2018 By signing up, we pledged to:

• Think: identify any issues around gender equality

• Act: take action to fix those issues

• Report: on how your business ensures gender equality

Think, Act, Report is a voluntary initiative to help employers like us close gender pay gaps. It’s a simple step-by-step framework that helps employers include gender equality in business planning and processes. Over 300 employers are already signed up.

I can confirm that the gender pay gap data contained in this report for International SOS Assistance UK Limited is complete and accurate.

Sincerely,

Dominik SchaererRegional General Manager, Europe

Learning & DevelopmentWe have rolled out unconscious bias training to all people managers as part of our focus on Diversity & Inclusion. We have also launched a series of Female Development Masterclasses to support and accelerate the professional development of our female employees. These courses have been designed as part of an “Unlock Your Potential” series, encouraging individuals to discover their own leadership abilities. We have also developed targeted leadership development campaigns through our online career development platform which provides employees with 24/7 access to bite-size learning content developed by professional experts. Our employees have access to individual coaching and mentoring sessions, as well as “Lead Your Career” sessions to help them with their development journey.

Recruitment PracticesWe strive to ensure that our workforce is truly representative of all different sectors of society. The unique backgrounds, perspectives and experiences of our people improve the provision of excellent customer service to our equally diverse clients and members. We are actively seeking a diverse culture across our organisation and work closely with our internal recruitment and third-party recruiters to meet this aim. Our unconscious bias training course is mandatory for our leadership team to raise self-awareness in our managers when making recruitment decisions. We constantly review our recruitment practices to ensure that they are free of any bias, including gender. Whilst we already have a gender-balanced recruitment team we are also in the process of implementing gender-balanced recruitment panels for open position at all levels.

WHAT ARE WE DOING TO CLOSE THE GENDER PAY GAP?

International SOS Gender Pay Gap Report 2018

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