Azzurri Group Gender Pay Gap Report 2023 What do we know? •The make up of our workforce impacts our gender pay gap. Whilst we have an even split male to female overall across all our team roles, we have more females working as waiters (66%) and more males working as chefs (76%). Our front of house roles receive age-related pay and with 44% of our female team members under 23 years of age, this creates the gender pay gap. It is worth noting that 97% of our total workforce are in restaurant roles. •The Group Mean pay gap at 5.06% has fallen by 0.84% year on year. This is because we have less team members who are under 23 this year versus last year. We also have more females in senior and therefore higher paid roles versus last year. •Our Group Median pay gap at 4.40% has increased 0.50% on last year, as we have more females front of house and more males back of house than we did in 2022. What are we focused on? •Despite a relatively evenly split workforce, twice as many males received a bonus versus females. This is skewed by the Head Chef role being predominantly male and our restaurant team members not included •We are holding listening groups/feedback sessions with female chefs, to identify what more we can do in the bonus schemes. to remove any barriers to progression for them. •We have seen a 3% increase in females in restaurant management roles with 53% of our restaurant •We continue to work on creating more inclusive kitchens, including reviewing kitchen layouts. management now female. We have also increased female representation within our Operations teams by • We are reviewing all our recruitment materials to ensure the opportunity for 昀氀exible working is clearly articulated. 5%. We have however not increased the number of female Head Chefs, which indicates that we have more work to do to encourage more females to work in our kitchens. •We are introducing targeted development for high potential female managers in our restaurants and in our central teams to ensure they are equipped to take on more senior roles. •In our central teams we have more females in all roles except at executive director level. We have investigated any pay gap differentials within our central team and are confident that these are not gender •We continue to expand our apprenticeship, internship and work placement schemes, to demonstrate the related. opportunities for progression within hospitality and to support individuals to reach their full potential. •We are pleased that our gender pay gap remains low in comparison to the national average whilst This statement con昀椀rms that the published information is accurate. continuing to look at what more we can do to reduce it further. Stephen Holmes Chief Executive March 2024 7