PHX Ireland Gender Pay Gap 2023

GENDER PAY GAP REPORT 2023

A MESSAGE FROM HILLARY COLLINS PHX Ireland is fully committed to fostering an inclusive and equitable workplace.

Our dedication to transparency and fairness stands at the forefront. Diversity and inclusion are no longer “nice to haves” but fundamental pillars of organisational success.

Gender equality is not only a societal imperative but an ethical responsibility that we, as an organisation, wholeheartedly embrace. This gender pay gap report is more than just a compilation of statistics; it is a reflection of our collective efforts to create a workplace where every individual, irrespective of gender, feels valued, heard, and empowered to reach their full potential.

The report represents both a snapshot of our current state and a roadmap for the future – a future where meritocracy knows no gender, and opportunities are accessible to all. It also underscores our commitment to transparency. By acknowledging and addressing the gender pay gap, we affirm our commitment to creating an environment that champions diversity and ensures that every member of our team is rewarded fairly for their contributions.

It is through our collective commitment and shared understanding that we will drive meaningful change.

Hillary Collins Hillary Collins | People and Culture Director

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GENDER PAY REPORT 2023

What is covered in this gender pay report?

Mean Gender Pay Gap

Median Gender Pay Gap

Mean Bonus Pay Gap

Median Bonus Pay Gap

The difference between average hourly earnings of men and woman at 30 June 2023.

The difference between midpoints in the ranges of hourly earnings of men and woman at 30 June 2023.

The difference between average bonus pay paid of men and woman in the 12 months up to 30 June 2023.

The difference between midpoints in the ranges of bonus pay paid to men and woman in the 12 months up to 30 June 2023.

Proportion of male and female employees who received bonus payments or BIK payments.

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Pay quartiles gender split showing the pay rates from the lowest to the highest, in four equal size groups, with the percentage of males and females in each quartile.

GENDER PAY REPORT 2023 About Us PHX Ireland, a Phoenix Company, is Europe’s leading pharmaceutical wholesaler, pharmacy retailer and service provider specialising in direct to patient services in the Republic of Ireland. It is the parent company of three businesses in Ireland.

United Drug has been a force for innovation in Ireland’s pharmaceutical industry and employs more than 600 employees across operations in Dublin, Limerick and Ballina.

LloydsPharmacy is the leading pharmacy chain in Ireland with 80+ pharmacies located in the heart of local communities throughout the country.

LloydsPharmacy employ over 800 colleagues that all share one passion – to help people and improve care in every setting — one product, one partner, one patient at a time.

TCP Homecare specialises in ‘direct to patient services’ which include the dispensing and distribution of pharmaceutical products, homecare nursing services and sharps waste management. It offers a unique turnkey solution for the delivery of hospital care in the patient’s home. With over 200 employees, including 90 nurses, it works with over 30 pharmaceutical and HSE clients with over 50,000 annual patient visits in the home.

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PHX IRELAND OVERVIEW 1,814 Employees Headcount

Average Age

605 Employees

32% aged 40-50

Length of service(PHX Ireland) 42%

853 Employees 202 Employees

(Shared Services)

154 Employees

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32% aged 20-30

23% 15%

13%

6-10 Years

11-20 Years

48% aged 31-40 33% aged 31-40

Under 1 Year

1-5 Years

7%

Over 21 Years

BREAKING DOWN OUR 2023 RESULTS (1,814 Employees)

(605 Employees)

(853 Employees)

Mean

Median

Mean

Median

Mean

Median

All staff pay gap

26.7%

9.1%

14.3%

6.4%

33.7%

25.3%

Part time pay gap

8.5%

-3.8%

-8.1%

-4.5%

17.4%

3.3%

Bonus pay gap

73.6%

27.6%

36.3%

12.1%

51.2%

30.8%

79.6%

86%

87.7%

88.6%

90.9%

90.3%

19.8%

16.4%

6.2%

6.7%

10.5%

25.7%

Proportion of women and men paid a bonus Proportion of women and men receiving Benefits in Kind

Population by pay quartiles

Lower

85.2%

14.8%

67.5%

32.5%

91.6%

8.4%

Lower Middle

69.2%

30.8%

51%

49%

89.7%

10. 3%

Upper Middle

71.7%

28.3%

40.4%

59.6%

92%

Upper

64.9%

35.1%

44.7%

55.3%

73.7%

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8%

26.3%

PHX IRELAND GENDER PAY GAP 2023 The organisation is 72.8% female. When we look at pay quartiles, females are the majority in each quartile. The proportion of females is lowest in the upper quartile, reflecting the long service of the executive board and senior leaders who are predominantly male, many of whom have more than 10 years service.

Colleagues Employed

Gender Split

Full Time vs Part Time

Full Time vs Part Time

Full Time vs Part Time

Female 72.8% Male 27.2%

Full time 69.8% Part Time 30.2%

Full time 62.4% Part Time 37.6%

Full time 89.7% Part Time 10.3%

1,814

Lower Quartile

Female 85.2%

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Male 14.8%

Lower Middle Quartile

Female 69.2%

Male 30.8%

Upper Middle Quartile

Female 71.7%

Male 28.3%

Upper Quartile

Female 64.9%

Male 35.1%

PHX IRELAND GENDER PAY GAP 2023 (1,814 Employees) Mean

Median

All staff pay gap

26.7%

9.1%

Part time pay gap

8.5%

-3.8%

Bonus pay gap

73.6%

27.6%

Proportion of women and men paid a bonus

79.6%

86%

Proportion of women and men receiving Benefits in Kind

19.8%

16.4%

Population by pay quartiles

Lower

85.2%

14.8%

Lower Middle

69.2%

30.8%

Upper Middle

71.7%

28.3%

Upper

64.9%

35.1%

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PHX Ireland’s mean pay gap is 26.7% and median pay gap is 9.1%. These discrepancies can be attributed, in part, to a higher proportion of female employees working part-time across our various business units. This factor contributes to the gender pay gap in bonus payments, as the majority of bonuses are calculated as a percentage of base pay.

A significant driver for the differential in mean pay gap and mean bonus gap is the disparity in the percentage of male senior executives compared to female senior executives at the board level. With the departure of a female leader in 2023, the ratio now stands at 3:1. Furthermore, several senior male executives on the Irish payroll are remunerated for roles that extend beyond national boundaries, encompassing a broader European remit.

The gender pay gap at both the mean and median levels, particularly concerning bonuses, underscores a critical area for improvement in the upcoming year, with focused initiatives to address and mitigate these disparities in 2024.

PHX IRELAND GENDER PAY GAP 2023 VS 2022 COMPARISON 2023

2022

Mean and median pay gap (F/T + P/T )

Mean and median pay gap ( F/T+ P/T)

26.7%

9.1%

22.96%

5.01%

Mean Gender Pay Gap

Median Gender Pay Gap

Mean Gender Pay Gap

Median Gender Pay Gap

Mean and median bonus pay gap (F/T + P/T )

73.6%

27.6%

65.81%

42.49%

Mean Gender Bonus Gap

Median Gender Bonus Gap

Mean Gender Bonus Gap

Median Gender Bonus Gap

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Mean and median bonus pay gap ( F/T+ P/T)

The overall pay gap has expanded from 22.96% to 26.7%. This is primarily driven by unique circumstances related to the divestment of the Irish business from McKesson to Phoenix Group.

The median pay gap has also seen an increase, attributed to a gender ratio imbalance in the cohort of new hires during the first six months of 2023. With a female-to-male ratio of approximately 10:1 among those starting at the introductory pay rate, this predominantly female group occupies positions at the lower quartile within United Drug.

Due to their employment start date, these employees were ineligible for the bonus payment in June 2023.

These factors highlight the nuanced dynamics of the pay gap within the organisation and emphases the need for targeted strategies to address both mean and median disparities.

UNITED DRUG GENDER PAY GAP 2023 Within United Drug, there is a near-even gender distribution with 50.9% female and 49.1% male representation. Only 10.20% of our workforce is engaged in part-time employment. A higher % of our part time workers are female to male. A discernible pattern emerges when assessing gender representation across quartiles, revealing that female representation is most pronounced in the lower quartiles. Conversely, male teammates assume a more prevalent presence in the upper quartiles. This distribution is indicative of traditional societal roles, with females often fulfilling primary caregiver responsibilities in the home. As part of our commitment to transparency and equality, these insights will inform our ongoing efforts to address and narrow the gender pay gap within United Drug.

Colleagues Employed

Gender Split

Full Time vs Part Time

Full Time vs Part Time

Full Time vs Part Time

Female 50.9% Male 49.1%

Full time 89.8% Part Time 10.2%

Full time 83.1% Part Time 16.9%

Full time 96.6% Part Time 3.4%

605

Lower Quartile

Female 67.5%

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Male 32.5%

Lower Middle Quartile

Female 51%

Male 49%

Upper Middle Quartile

Female 40.4%

Male 59.6%

Upper Quartile

Female 44.7%

Male 55.3%

UNITED DRUG GENDER PAY GAP 2023 (605 Employees) Mean

Median

All staff pay gap

14.3%

6.4%

Part time pay gap

-8.1%

-4.5%

Bonus pay gap

36.3%

12.1%

Proportion of women and men paid a bonus

87.7%

88.6%

Proportion of women and men receiving Benefits in Kind

6.2%

6.7%

The gender pay gap within United Drug stands at 14.3% for the mean and 6.4% for the median. This is a result of a higher percentage of males in the upper middle and upper quartiles. The discrepancy is influenced by a higher percentage of females engaged in part-time employment across our business. However, the mean -8.1% and median -4.5% pay gaps for our part time cohort of employees are more favourable to our female teammates. We are balanced in the number of males and females receiving bonuses.

Population by pay quartiles

Lower

67.5%

32.5%

Lower Middle

51%

49%

Upper Middle

40.4%

59.6%

Upper

44.7%

55.3%

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UNITED DRUG GENDER PAY GAP 2023 VS 2022 COMPARRISON 2023

2022

Mean and median pay gap (F/T + P/T )

Mean and median pay gap ( F/T+ P/T)

14.3%

6.4%

10.96%

3.02%

Mean Gender Pay Gap

Median Gender Pay Gap

Mean Gender Pay Gap

Median Gender Pay Gap

Mean and median bonus pay gap (F/T + P/T )

36.3%

12.1%

25.38%

9.90%

Mean Gender Bonus Gap

Median Gender Bonus Gap

Mean Gender Bonus Gap

Median Gender Bonus Gap

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Mean and median bonus pay gap ( F/T+ P/T)

The mean pay gap increase is notably linked to the presence of two male board members who sit on the United Drug payroll and the departure of one female board member in the period of 2023.

Similarly, the median pay gap is influenced by the gender distribution among new hires during this period.

Specifically, there was a significant disparity in the ratio of female to male new starters, with nearly a 10:1 ratio favouring female entrants. These roles were situated in the lower quartile of the organisational hierarchy.

Addressing these specific factors will be essential in formulating strategies to mitigate and rectify the observed gender pay gap at United Drug.

LLOYDSPHARMACY IRELAND GENDER PAY GAP 2023 Within LloydsPharmacy Ireland, our workforce comprises 853 colleagues, and our gender distribution closely aligns with sector norms, with over 86% of our workforce being female. Reflecting the demographic characteristics of our team, part-time employment is prevalent, with 53.7% of our colleagues working in a part-time capacity. Notably, females are strongly represented across all quartiles within our organisational structure, emphasising a commitment to gender diversity at all levels. This alignment with industry demographics, coupled with our emphasis on part-time flexibility and gender-inclusive representation, underscores our dedication to fostering an inclusive workplace within LloydsPharmacy Ireland.

Colleagues Employed

Gender Split

Full Time vs Part Time

Full Time vs Part Time

Full Time vs Part Time

Female 86.8% Male 13.2%

Full time 46.3% Part Time 53.7%

Full time 43.8% Part Time 56.2%

Full time 62.8% Part Time 37.2%

853

Lower Quartile

Female 91.6%

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Male 8.4%

Lower Middle Quartile

Female 89.7%

Male 10.3%

Upper Middle Quartile

Female 92%

Male 8%

Upper Quartile

Female 73.7%

Male 26.7%

LLOYDSPHARMACY IRELAND GENDER PAY GAP 2023 (853 employees) Mean

Median

All staff pay gap

33.7%

25.3%

Part time pay gap

17.4%

3.3%

Bonus pay gap

51.2%

30.8%

Proportion of women and men paid a bonus

90.9%

90.3%

Proportion of women and men receiving Benefits in Kind

10.5%

25.7%

The gender pay gap within LloydsPharmacy stands at 33.7% for the mean and 25.3% for the median. These percentages reduce significantly with part time employees.

When we look at the male versus female representation of our 362 colleagues in OTC and Sales Assistant roles, only 22 are male. In addition, 253 women work in a part time capacity.

Comparing that with our Pharmacists’ population, our male cohort jump in numbers to 52 males out of 157 with 38 of our female pharmacists availing of flexible working arrangements. This has an impact on base pay and bonus payments. All LloydsPharmacy employees receive some form of bonus subject to service.

Population by pay quartiles

Lower

91.6%

8.4%

Lower Middle

89.7%

10.3%

Upper Middle

92%

8%

Upper

73.7%

26.3%

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LLOYDSPHARMACY IRELAND GENDER PAY GAP 2023 VS 2022 SUMMARY 2023

2022

Mean and median pay gap (F/T + P/T )

Mean and median pay gap ( F/T+ P/T)

33.7%

25.3%

37.14%

56.92%

Mean Gender Pay Gap

Median Gender Pay Gap

Mean Gender Pay Gap

Median Gender Pay Gap

Mean and median bonus pay gap (F/T + P/T )

51.2%

30.8%

55.69%

33.41%

Mean Gender Bonus Gap

Median Gender Bonus Gap

Mean Gender Bonus Gap

Median Gender Bonus Gap

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Mean and median bonus pay gap ( F/T+ P/T)

There has been a notable increase in the number of male colleagues across all levels within Lloyds, rising from 86 to 113.

This change, particularly pronounced at lower organisational levels, has contributed to a decrease in both the mean and median pay gaps.

The influx of male colleagues at various levels has influenced the overall pay distribution, resulting in a more balanced representation and a positive impact on the mean and median pay gap metrics.

As we continue to foster diversity and inclusion within our workforce, these shifts underscore our commitment to creating an equitable and representative workplace at all organisational levels.

NEXT STEPS We are taking active and coordinated measures in the next 12-24 months to tangibly address our gender pay gap DIRECTORS

1 2

Increase female representation at mid-senior level to 40% in next 5 years.

FEMALE MENTORING

4

EDUCATION

PRE/POST MATERNITY

E-learning, webinars, lunch and learn sessions to address unconscious bias, aimed at managers and recruiters.

Supports and coaching for all females going on or returning from maternity leave.

5

POLICIES

3

Introduction of family friendly policies in 2024 to assist teammates with additional caregiving responsibilities such as children with additional needs.

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Double the participants in the Female Mentoring Programme in 2024.

DIVERSITY & INCLUSION

7

PAID LEAVE

8

SUPPORTS

6

Additional supports to be introduced over next two years covering fertility, menopause and LGBTQ teammates transitioning.

Develop our D&I charter; and a D&I committee across the businesses

Extended maternity, paternity and adoptive leave, effective 1 Jan 2024.

NETWORKING

9

Establish a female leaders networking group.

GENDER PAY GAP 2023 PHX Ireland maintains a steadfast commitment to fostering equal opportunities for all our colleagues, irrespective of gender.

Upholding an inclusive environment that ensures every member of our team has equitable access to opportunities is a fundamental principle we hold dear.

We are dedicated to addressing and closing the existing gaps. PHXIreland is wholeheartedly invested in driving improvements in key strategic areas to fortify our commitment to equality: Recruitment and Retention of Talent: We will continuously refine our recruitment processes to ensure they are unbiased and inclusive. By creating an environment that attracts and retains diverse talent, we aim to build a workforce that reflects the richness of perspectives.

Organisation Design: We understand that the structure of our organisation plays a crucial role in promoting equality and we remain committed to regularly reviewing and adjusting our organisational design to eliminate barriers and provide equal opportunities for career advancement.

Learning and Development: We recognise the significance of continuous learning and development in fostering an inclusive workplace. We are dedicated to providing training programs that cater to the diverse needs of our colleagues, empowering them to excel in their roles and beyond.

Reward and Recognition: Fair and transparent reward systems are integral to our commitment to equality. We pledge to regularly assess and refine our reward and recognition mechanisms to ensure that all our colleagues are acknowledged and rewarded based on merit and contribution, irrespective of gender. Continue with cadence of Renumeration Committee sessions into 2024.

PHX Ireland remains dedicated to creating an environment where every teammate can thrive, grow, and contribute their best. This commitment is not just a one-time declaration but an ongoing pledge to weave equality into the fabric of our company’s culture and practices. Together, we will shape a workplace that exemplifies the principles of fairness, diversity, and equal opportunities for all.

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GENDER PAY GAP 2023

Contact Details Hillary Collins People and Culture Director PHX Ireland United Drug House Magna Drive Magna Business Park Citywest Road D24 XKE5 Ireland hillary.collins@phxireland.ie

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