Gender Equality We strive for gender equity across the Group at all levels and occupations in our approach to employment and promotion. The results of our decades-long effort to increase women participation in technical roles has borne fruit with the current employment of 135 female pilots. However, we recognise that we still have a long way to go towards achieving gender equality across the board, and having at least 30% women representation in junior management and STEM roles. In March 2021, we organised our first speed mentorship programme in conjunction with International Women’s Day. The initiative offers an opportunity for Allstars to meet and learn directly from some of our amazing women leaders at Capital A. This was followed by a second session in July featuring AirAsia Indonesia CEO, Veranita Yosephine, who spoke on Navigating Your Career Path. In 2022, we will continue to strengthen our commitment towards women empowerment by inviting women leaders in the industry to participate in this series. In stepping up our efforts, we are also publishing our first gender pay gap statistics for Capital A for a broad understanding of our current position. The table below shows our gender pay gap calculated on the basis of mean male and female salaries within each job grade, excluding pilots, cabin crew and aircraft engineers. Gender Pay Gap - Group-Wide excluding pilots, cabin crew and aircraft engineers Job Level Gender 2021 Number of employees Percentage, % Pay Gap JG8 Male 14 58% 7.66% Female 10 42% JG7 Male 47 68% -13.33% Female 22 32% JG6 Male 89 64% 7.96% Female 49 36% JG5 Male 232 58% 2.64% Female 169 42% JG4 Male 174 53% -10.48% Female 156 47% JG3 Male 191 49% -1.61% Female 196 51% JG2 Male 405 45% -5.37% Female 492 55% JG1 Male 230 78% 14.11% Female 66 22% Note: (mean pay of female Allstars - mean pay of male Allstars)/mean pay of male Allstars *100 Based on our findings, we did not detect any systemic gender-based bias in our pay scales. The only job grade that stands out with a gap approaching the 15% threshold that we have set internally as acceptable variance, taking into account differences in job types and countries of employment, is JG1. JG1 includes Allstars employed in a broad range of jobs, from supply chain workers to personal assistants. One explanation for the difference is that supply chain employees tend to be predominately male and are paid as per market rate for those roles. The female workers in this grade tend to be in administrative roles in corporate offices such as personal assistants and are benchmarked to similar roles. In 2022, we will be expanding our analysis to include comparisons of job families to further improve our understanding of our employee remuneration profile. 1 4 4 C A P I T A L A B E R H A D Social (cont’d.)
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