2022 | Gender Pay Gap Report

GENDER PAY GAP REPORT 2022

Azzurri Group Gender Pay Gap Report 2022 Azzurri Group | Who we are At Azzurri we’re building better food businesses, driven by dedicated teams of people who pride themselves on being conscientious, curious, and resilient. The Group employs more than 5,000 people, who serve 14 million meals annually across an estate of over 200 restaurants and stores, including Zizzi, ASK Italian and Coco di Mama. Our businesses employ individuals, who are not all the same and that’s their greatest strength. We draw on those differences and the experiences had, to build better food businesses that sustain happy, healthy lives. We employ great people from a wide variety of backgrounds, not just because it’s the right thing to do, but because it makes our businesses stronger. We are proud that our shared values and our enthusiasm, create environments where everyone can 昀氀ourish. We take pride that across the Group we have people that care deeply, look out for each other, and work together to be the best that they can be. We are all committed to creating an inclusive and respectful culture where every individual can be themselves, will be respected and can thrive, grow and progress. We take time to listen to all team members through regular engagement surveys, listening groups and 1-2-1s, to learn what is important and where we can improve. Reporting on our gender pay gap on an annual basis gives us insight, makes us challenge ourselves and agree actions that will drive meaningful change. We are proud of the work we have already done and are committed to driving more action over the coming year. This report outlines our Gender Pay Gap in April 2022. 2

Azzurri Group Gender Pay Gap Report 2022 LOWER QUARTILE LOWER MIDDLE QUARTILE Here is the detail on our reported gender pay gap for the Azzurri Group, which includes the data from Male Female Male Female ASK Italian, Zizzi and Coco di Mama. 32% 68% 54% 46% MEAN Female 5.9% UPPER MIDDLE QUARTILE UPPER QUARTILE Male Male Female Male Female MEDIAN 31% Female 3.9% 48% 52% 69% Male BONUS MEAN Female 8.3% % RECEIVING A BONUS Male Female Male BONUS MEDIAN 5.9% Female 11.7% Male -9.3% 3

Azzurri Group Gender Pay Gap Report 2022 LOWER QUARTILE LOWER MIDDLE QUARTILE Since 昀椀rst opening our doors and 昀椀ring up our signature pizza ovens in Chiswick over 20 years ago we now Male Female Male Female have over 134 restaurants across the UK & Ireland. Our median gender pay gap at 1.5% is low however it is not yet zero. We have more females in our upper middle quartile, as illustrated and we have also grown the number of females in our upper quartile. Whilst we 32% have more work to do, this is a positive step and we are moving in the right direction. 68% 49% 51% MEAN Female 6.2% UPPER MIDDLE QUARTILE UPPER QUARTILE Male Male Female Male Female MEDIAN 31% Female 1.5% 53% 47% 69% Male BONUS MEAN Female 2.1% % RECEIVING A BONUS Male Female Male BONUS MEDIAN 4.0% Female 9.30% Male - 7. 3 % 4

Azzurri Group Gender Pay Gap Report 2022 LOWER QUARTILE LOWER MIDDLE QUARTILE With 65 restaurants nationwide, we take our inspiration from the Italian way of life, putting our heart and soul Male Female Male Female into the details. ASK Italian’s bonus statistics stand out from our other brands. This is because female bonuses received tended to be higher than males, which is mostly due to females being in more senior roles than males. That’s great news! 33% We’re happy to see so much female progression into our senior roles but we would like to see more female 67% 66% 34% General Managers in our restaurants. This links nicely into our goal of removing any barriers for females running our restaurants. MEAN Female 5.0% UPPER MIDDLE QUARTILE UPPER QUARTILE Male Male Female Male Female MEDIAN 31% Female 5.0% 39% 61% 69% Male BONUS MEAN Female % RECEIVING A BONUS Male Female Male - 7 7. 5 % BONUS MEDIAN 3.8% Female 13.0% Male -74.8% 5

Azzurri Group Gender Pay Gap Report 2022 LOWER QUARTILE LOWER MIDDLE QUARTILE Coco di Mama 昀椀rst opened its doors in London in April 2011, with the sole mission to become the nation’s Male Female Male Female most loved Italian-to-go. Coco doesn’t quite hit the 250+ employee requirement for government reporting, but we thought it best to be transparent about our business. Our quartiles show that we have a predominantly female workforce, with good representation of females in senior roles. 59% 41% 58% 42% MEAN Female 11.7% UPPER MIDDLE QUARTILE UPPER QUARTILE Male Male Female Male Female MEDIAN 32% 34% Female 68% 66% Male -2.5% BONUS MEAN Female 70.4% % RECEIVING A BONUS Male Female Male BONUS MEDIAN Female 17.6% 37.3% 29.3% Male 6

Azzurri Group Gender Pay Gap Report 2022 One eye on the detail Looking back Our gender pay gap report for 2022, reported in 2023, uses a snapshot date to look forward of April 2022. The pandemic and lockdowns affected our restaurants and stores Kitchens that welcome our female chefs so in some cases our year-on-year comparisons are dif昀椀cult to analyse. Where applicable we have used 2019 data to give us meaningful comparisons and to We have been working closely with our teams to ensure map our progress. 98% of our workforce is in our restaurants and stores with only that our kitchens are set up to welcome female chefs, that all 138 of our 5,200 employees, working in our central teams. potential barriers are removed and exploring how we can Our gender pay gap is impacted by the historical make up of hospitality, support females in these roles. We are very proud that over the where most of the chefs are males and most of the waiters are female. last couple of years we have signi昀椀cantly increased the number We are working hard to evolve and change this. of females working in our kitchens, with over 11% of our Head Chefs and 27% of our chefs now female. Four years ago, our chefs were 98% male. Why did Azzurri’s median gender pay gap increase? Inclusive recruitment 7% The make up of our workforce has got younger, with We have and continue to actively review our recruitment 50% of our female employees under 23 years old practices to attract females to work back of house. With a Increase in female whilst 35% of our male employees are under 23. This targeted focus on female orientated campaigns and driving representation in impacts our gender pay gap as our front of house attraction through female representation in brand imagery, the upper quartile. roles are paid age related pay, and we have more females can see that being a chef is a great job. females (66%) working front of house. Kitchen Design We have, however, seen an increase in female Sometimes our kitchens are not female friendly, possibly designed by representation in all the reporting quartiles. a man! We have and continue to evaluate the working environment. Even small changes are making the kitchens more inclusive. Why did Azzurri’s mean gender pay gap Flexibility for all decrease? We have in place Flexible Working policies, but we are not sure The % female representation in our upper two that they are working as well as they could. We are reviewing quartiles has increased by 7% & 6% respectively. these to ensure there are no barriers to progression and to This shows us that females have 昀椀lled our more senior identify any further actions we can take to encourage career salaried roles, reducing the disparity in pay in higher development amongst our female employees. paying roles. This is a positive move forwards. 7

Azzurri Group Gender Pay Gap Report 2022 Bringing this all together • Our gender pay gap continues to be impacted by the make up of our workforce, with a larger % females in our Front of House roles vs. a larger % males in our Back of House roles; • It has been impacted by our teams becoming younger over the last 2 years; 67% 55% • We have increased the number of female chefs and head chefs; • 55% of our Assistant Managers are female however only 42% of our General Managers are female; Female Managers in our Central teams. Female Assistant Managers • We have increased the number of females in leadership roles, with twice as many female managers as males in our of昀椀ce teams; What we are focused on • We are continuing to focus on creating more inclusive kitchens, including reviewing kitchen layouts, running recruitment campaigns to attract and encourage females to work back of house and providing the necessary leadership skills to encourage females to progress; • We are working closely with colleges, offering apprenticeships, industrial placements, work experience and 昀氀exible contracts, showcasing how ful昀椀lling a career as a chef can be for females; • We are looking at how we can increase the number of female General Managers, making sure that there are no barriers to progression and that our Flexible Working policy is 昀椀t for purpose; • We are working closely on developing the leadership capabilities of our central team managers to ensure they continue to progress and become our directors of the future; This statement con昀椀rms that the published information is accurate. Stephen Holmes Chief Executive March 2023 8