Indaver 2024 Gender Pay Gap Report

Gender Pay Gap Reporting June 30th 2023 – June 30th 2024 5th February 2024

In partnership with: 2

We are excited to showcase Indaver’s Gender Pay Gap Report for the 2024 reporting period.

At Indaver, we place a large focus on creating and sustaining a culture that values gender diversity, generational diversity, and diverse perspectives, and takes a people centric approach to work and workplace policies, procedures and practices.

This approach is intended to enhance the sense of belonging and engagement employees have towards Indaver, strengthening their connection and commitment to the organisation.

Foreword

Gender Pay Gap, measures the difference in average pay between men and women within the organisation.

This gap is calculated by comparing the mean hourly pay for men and women, and is calculated regardless of employee’s job roles.

Seamus Flynn General Manager MSW IE/UK

Annick Van Driessen Director Supply Chain & Services

Despite ensuring equal pay for equal work, pay variations can occur due to differences in job roles, competencies, qualifications and experience levels. To ensure fairness is maintained, Indaver continuously monitor salaries, policies and procedures and make necessary changes when needed.

This report outlines our strategies for 2025, to maintain our commitment to gender balance, throughout our policies and actions.

Myra Latuheru-Eversdijk Bart Goethals Chief HR Officer General Manager IWS IE/UK

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Overview Gender Pay Gap Report 2024 Key Terminology

Report Overview of Report 2023 - 24 Gender Pay Gap vs Equal Pay

Contents

Gender Pay Gap Data Action Plan 2025 Action Plan Looking Forward

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Gender Pay Gap Report 2024 Reporting Context

The Gender Pay Gap Information Act 2021 was signed into Irish law on 13th July 2021. The legislation requires employers in Ireland, with 250 employees or more in 2023, to calculate and publish on an annual basis, gender pay gap data. The data and supporting analysis is based on pay data from the 12 consecutive calendar months preceding the ‘snapshot’ date, which for Indaver was the 30th June 2024. The outcome is then published within 6 months of the snapshot date. The information we are publishing, is in line with what is required under Irish reporting requirements and also includes additional important information on the context of our organisation and objectives already in action, which are designed to promote and enable female participation within Indaver.

The Broader Context The current Gender Pay Gap exists and is driven by a combination of factors, including discrimination, occupational segregation, and unconscious bias.

There is a widely known and reported on, lack of diverse and female representation in senior leadership roles across most sectors. LinkedIn recently circulated an article on female leaders estimating that less than one-third of leadership roles worldwide are held by female employees. The waste management sector also faces significant challenges with this.

However, recently there have been a growing number of positive steps towards more balance between the genders, specifically within the Waste Management Sector, with well-known organisations committing to and implementing female ‘friendly’ initiatives e.g., Women in Waste Groups, spotlight on female employees in Waste Management roles visible on websites and targeted recruitment and partnering campaigns all aimed at encouraging female employees to seek roles within the sector. Closing this gap is crucial for equality within the workplace, reducing poverty and discrimination, stimulating the economy, and creating equal opportunities for all.​ Why we Care Indaver are fully committed to promoting equity, inclusion and diversity across all areas of the business. We understand that diversity and inclusion promote productivity and creativity, which is why we believe that developing and preserving an equitable, inclusive and diverse workplace is essential for our success. We understand true equity cannot be summarised by pay alone and view this report as a guide. In order to further enable gender equality within our organisation, we have designed a 2025 action plan which is outlined further in this report.

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Key Terminology Remuneration

The compensation an employee receives for services rendered

Mean Hourly Remuneration

The average remuneration calculated by finding the total remuneration and dividing it by the population

Median Hourly Remuneration

The average remuneration calculated by finding the midpoint value

Bonus

The sum of money added to a person's wages

Mean Bonus

The average bonus calculated by finding the total remuneration and dividing it by the population

Median Bonus

The average remuneration calculated by finding the midpoint value.

Mean Hourly Remuneration Gap

The difference between the mean hourly remuneration of male employees and female employees expressed as a percentage of the mean hourly remuneration of employees of the male gender (includes ordinary pay plus bonus)

Median Hourly Remuneration Gap

The difference between the Median hourly remuneration of male employees and female employees expressed as a percentage of median hourly remuneration of employees of the male gender (includes ordinary pay plus bonus)

Mean Bonus Gap

The difference between Mean bonus remuneration of male employees and female employees expressed as a percentage of mean bonus remuneration of employees of the male gender

Median Bonus Gap

The difference between the Median bonus remuneration of male employees and female employees expressed as a percentage of the median bonus remuneration of employees of the male gender

Bonus Distribution

The percentage of all male employees who were paid a bonus and the percentage of all female employees who were paid a bonus (any bonus amount is included in the analysis)

Benefits in Kind

The percentage of all male employees who were paid benefits in kind and the percentage of all female employees who were paid benefits in kind (any BIK is considered relevant for this analysis, although only employees receiving some form of ordinary pay as well are included)

Overall Pay Levels

The respective percentages of all employees who fall within each of the following: The lower quartile, the lower middle 6 quartile, the upper middle quartile, and the upper quartile (based on total ordinary pay plus bonus)

Key Terminology Full Time Equivalent

Measures the total amount of full-time employees working at any one organisation

Full Time Worker

Is an employee who works the average standard number of working hours within an organisation, which is traditionally 40 hours per week

Part Time Worker

Is an employee who works less in comparison to a full-time worker doing the same type of work

Temporary Worker

Is an employee who works for the company for a limited period of time or to complete a particular project

At Indaver, we recognise and support all genders, however, for this report, our metrics are set out as per the legal requirements (i.e. male gender and female gender).

Through the remainder of the report, the male gender will be denoted: the female gender will be denoted:

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Gender Pay Gap v Equal Pay It is important to note that gender pay gap and equal pay are two separate measures

The Gender Pay Gap The gender pay gap is the difference in the average hourly pay of female employees compared to male employees, such that it captures whether the female gender are represented evenly across an organisation. For example, if there is a greater proportion of males than females in senior-level positions, the gender pay gap is typically greater. Where a percentage difference is shown, a positive value means a percentage difference in favour of males, and a negative value means a percentage difference in favour of females.

VS

“The key driver of the gender pay gap in Indaver, is the lower levels of female representation, in lower Hay Grade positions as of the reporting date, which represent 20% of the workforce.

Over the last few years, we have made significant progress in improving the gender balance in senior management positions, and our key focus in the coming years, will be to take further action to improve the gender balance in our organisation, at all levels.”

GENDER DISTRIBUTION % Equal Pay Equal pay refers to the pay difference between male employees and female employees who carry out the same job or perform work of equal value.

The headcount breakdown across the organisation as of June 30th 2024 is reported as follows:

80%

20%

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Gender Distribution For the Pay Quartiles, a ranking of employees based on their hourly remuneration from lowest to highest are grouped and then divided into quartiles: lower, lower middle, upper middle and upper.

Lower Quartile Pay

16% 84%

Lower Middle Quartile Pay

24% 75%

Upper Middle Quartile Pay

19% 81%

Upper Quartile Pay

19% 81%

Calculation Quartile Pay Bands (by Gender): (Number of Employees of a Gender in the Quartile ÷ Total Employees in the Quartile) × 100

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Gender Pay Gap Data GENDER PAY GAP HOURLY PAY % Mean Gender Pay Gap

-3.4%

Median Gender Pay Gap

0.54%

Both the mean and median difference between male and female employees hourly rate, is quite low and is influenced by the numbers of females versus males.

BONUS DISTRIBUTION

BENEFIT IN KIND DISTRIBUTION

% of males and females receiving bonus

% of males and females receiving benefit-in-kind

88%

9%

88%

16%

BONUS GENDER PAY GAP Bonus Payments to females expressed as a percentage of male bonuses.

On average, the value of female Mean -37% employee’s bonuses is 37% greater than male employees and is influenced by the type roles Median 12% occupied by the female gender.

Calculation

Mean Bonus Gender Pay Gap: [(Mean Bonus Pay for male employees – Mean Bonus Pay for female employees) ÷ Mean Bonus Pay for male employees] × 100 Median Bonus Gender Pay Gap: [(Median Bonus Pay for male employees – Median Bonus Pay for female employees) ÷ Median Bonus Pay for male employees] × 100

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2025 Action Plan

Our Commitment

Even before this new Act, Indaver had already committed to fostering diversity and inclusion within the organisation and this will continue.

This review allows us to benchmark against our peers in industry, in a positive way, and we will continue to strive for this at all levels of the organisation.

The nature of our business means that we tend to attract more males than females, but this will not deter us from trying to achieve an appropriate balance.

In order to address these issues, we have created a 2025 Action Plan: To continue developing existing initiatives and new ways of working to enable improved and appropriate balance.

To review and update this plan regularly in line with modern research, to ensure that our colleagues feel heard and represented and fairly treated.

We will continue to be ambitious and to challenge ourselves in this important area.

2025 Action Plan Recruitment We are committed to diversity in our staff.

Learning & Development

Policies

We recognise the importance of continuous Within Indaver the policies and procedures learning and development for all employees, we operate, are constantly evolving and Our goal is to make certain that our website which is why we have rolled out a number of developing to ensure they are inclusive of accurately reflects all genders and that our training and progression opportunities across all. marketing campaigns actively promote a diverse the organisation.

This includes reviewing the Inclusivity and representation.

Going forward we are committed to Diversity policy, that we developed to We will review our social media channels and increasing opportunities and availability for promote inclusivity across Indaver. company website to ensure that inclusive continuous learning within Indaver.

We are committed to continue to research language is consistently used.

We have developed Unconscious Bias and develop our policies, to ensure Indaver In addition to the ongoing graduate programme, training, that we will continue to roll out for is an inclusive workplace for all. This will we will also consider opportunities where we can hiring managers and employees, in addition include research and development of our engage, to promote and increase female to developing courses, that will support an existing policies relating to gender and representation within Indaver, such as STEM open and accepting environment, and work to inclusion where necessary. colleges and recruitment fairs. eliminate prejudice.

Communication We are committed to evaluating and improving how we communicate to our employees.

We will persistently look to promote the concept of diversity in all communications.

We will look to benchmark ourselves against our peers within this industry and industry in general.

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Looking Forward The 2025 Action Plan was the first of its kind created by us as an organisation to tackle the issue of the gender pay gap.

It was therefore crucial that the actions we published were actionable and achievable, so we could make real strives in our first subsequent year.

In the production of our report, we: • Conducted desk research into potential initiatives, • Consulted subject matter experts and • Conducted industry research.

This enabled us to understand what the industry and sectoral standards are, for gender pay gap reporting.

Our 2025 action plan sets out our immediate priorities.

However, as an organisation we are keen to keep looking forward and researching modern gender pay gap initiatives.

Understanding the market trends will enable us to look forward and take inspiration, for future action plans.

TAKE ACTIONABLE STEPS

TAKE INSPIRATION

INSPIRE CHANGE

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Appendices

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Gender Pay Gap Information Act 2021 Gender Identification At Indaver, we recognise and support all genders, however, for this report, our metrics are set out as per the legal requirements.

Under Ireland's Gender Pay Gap Information Act 2021, employers need to perform a series of calculations to report on the gender pay gap across different metrics. Here’s a breakdown of the required calculations as per the legislation: 1. Mean Gender Pay Gap (Hourly Pay): [(Mean Hourly Pay for male employees – Mean Hourly Pay for female employees) ÷ Mean Hourly Pay for male employees] × 100 2. Median Gender Pay Gap (Hourly Pay): [(Median Hourly Pay for male employees – Median Hourly Pay for female employees) ÷ Median Hourly Pay for male employees] × 100 3. Proportion of Employees Receiving Bonuses (by Gender): (Number of Employees Receiving a Bonus ÷ Total Employees of that Gender) × 100 4. Proportion of Employees Receiving Benefits in Kind (BIK): (Number of Employees Receiving BIK ÷ Total Employees of that Gender) × 100 5. Mean Bonus Gender Pay Gap: [(Mean Bonus Pay for male employees – Mean Bonus Pay for female employees) ÷ Mean Bonus Pay for male employees] × 100 6. Median Bonus Gender Pay Gap: [(Median Bonus Pay for male employees – Median Bonus Pay for female employees) ÷ Median Bonus Pay for male employees] × 100 7. Quartile Pay Bands (by Gender): (Number of Employees of a Gender in the Quartile ÷ Total Employees in the Quartile) × 100 Further details and breakdown of calculations can also be found in the Employment Equality Act 1998 (Section 20A) (Gender Pay Gap Information) Regulations 2022 under Part 4: Information to be Published.

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End

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