OUR ACTIONS

To help bring our Gender Pay Gap (GPG) Repor t to life, it is useful for us to look behind the numbers and share an insight into the initiatives we have in place that help drive both pay parity and equality of par ticipation and progression.

And here at Princes, we c hallenge ourselves to continuously review and strengthen our Colleague Value Proposition (CVP) to ensure that we listen, learn and evolve.

The ‘Our Princes – Our People’ philosophy that drives our People Excellence strateg y helps us to better define our Colleague Value Proposition (CVP) and embed a high-performance culture. It provides a valuable framework of activity that focuses our attention on:

1. Our Values – guiding the way we work and the way we treat our colleagues

2. Our Performance – working together to ensure a culture of continual improvement

3. Our Health & Wellbeing – setting the standard for looking after colleagues.

4. Our Rewards – rewarding ac hievement through flexible benefits, incentive sc hemes and peer-to-peer recognition

5. Our Community – creating a strong and engaged Princes community in whic h everyone matters and is listened to through our Inclusion & Diversity Programme.

6. Our Journey – providing a vibrant and accessible environment of learning and development and career progression.

In 2022, Princes offered colleagues:

• Additional SMART working opportunities – added to our existing flexible working options, eligible colleagues now work a hybrid working pattern and can take advantage of core hours to help them ac hieve a better work/life balance;

• Enhanced Family Friendly Policies – to ensure that our maternity, paternity, adoption and shared parental leave policies and procedures best meet the needs of our colleagues, they were reviewed and aligned across the Group in June 2022. As a direct result, our UK offer was updated and improved;

• Menopause, Pregnancy Loss and Fertility Support – following a review of the existing approac hes across the Group, an improved UK offer was shared with colleagues in October 2022 The new policies and procedures represent both better practical and financial suppor t and fur ther encourage a culture of inclusion;

• Pathways learning & development opportunities – with access to our award-winning online learning platform at any time and from anywhere, we actively encourage colleagues to drive their own development; and

• Inclusion & diversity awareness and action – with a recognition that bias is often unconscious, colleagues have been invited to share their experiences, feedbac k and sug gestions with us via our I&D Champions and volunteer Colleague Resource Group (CRG) Live Q&A sessions, accessible to all colleagues, are hosted throughout the year with key external subject matter exper ts invited to host.