Introduction Our business SwireTHRIVE About our report Other ESG disclosures Appendices Overview Climate Waste Water PPeeoploplee Communities Group performance One critical element in building an Board diversity by gender Employee by gender and inclusive environment is to have diverse employee category representation, especially in leadership Male Male roles. To drive towards gender equality, Female Female our goal is to have 30% of senior 71.4% Strategic leader 76% 24% leadership roles 昀椀lled by women by 2024. We have also introduced a new target Operational leader of 30% women on the board by 2024. At 69% 31% the end of 2022, 24% of senior leadership Team leader 68% 32% roles were 昀椀lled by women and at the time of publishing, 28.6% of our directors Individual contributor were women. 28.6% 69% 31% Gender pay gap Remark: Includes permanent employees only Gender pay gap is the di昀昀erence between the mean basic pay for men and women, expressed as a percentage of men’s Employee breakdown by gender by operating company Male 1 To calculate gender Female average earnings. pay gap, the average female salary is subtracted from the average male salary, which is then divided by the average 81% male salary. 71% In 2022, women in strategic leadership 60% 58% 58% positions were paid 91% of the average pay of men in such positions. Women in 40% 42% 42% operational management positions were 29% paid 108% of the average pay of men 19% in such positions. The corresponding percentages for team leaders and individuals (non-management) Property Beverages Aviation Trading & Swire Paci昀椀c contributors were 101% and 66% Industrial (Head o昀케ce) respectively. We pay men and women the same for Remark: Includes all employment types doing the same jobs, but the gender pay gap indicates that we must do more to support and equip women to progress in Gender pay gap by employee category their careers. One of the ways we do so is by emphasising diversity and inclusion (basic salary) in the recruitment, development, and Strategic Operational Team Individual promotion of our people. leader leader leader contributor 8% 1% -9% -34% Remark: Permanent employees only 1. In 2022, we update our gender pay gap calculation method to produce a weighted average. The calculation is ((total pay for females / total number of females) – (total pay for males / total number of males)) / (total pay for males / total number of males). SWIRE PACIFIC — SUSTAINABLE DEVELOPMENT REPORT 2022 — 46