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1、 Gender Pay Report 2024Foreword fromtheCEOAt AstraZeneca,we focus on ensuring our Company is a great place to work that values and rewards innovation,entrepreneurship and outstanding performance.We also recognise that the innovative science we rely on to deliver life-changing medicines requires brea

2、kthrough ideas that only come from a high-performing workforce that brings different perspectives and is empowered to challenge conventional thinking.Our approach to performance development reflects this focus by enabling all team members around the world to maximise their potential.We provide oppor

3、tunities and programmes that strengthen and expand skills and capabilities,encourage continuous development,and support advancement to new roles and assignments based on performance and potential.Nurturing a diverse environment where everyone can thrive creates a high-performance team,and our workfo

4、rce has become increasingly reflective of the patients we serve and communities where we operate.I am particularly proud of the fact our approach now means that women represent half of senior leaders across the organisation.We also appreciate that harnessing the power of our global employee base,req

5、uires local approaches.In 2024,we therefore engaged leadership across various countries to advance targeted initiatives.Through this work,weve seen a further stepchange in performance and made great strides in fostering a culture of belonging.As we reflect on the past and look to the future,I contin

6、ue to be inspired by our people and remain confident that our commitment to building a great place to work will enable us to continue to attract and retain top talent and achieve our 2030 Bold Ambition.People are the foundation that underpin the success we need to make an even bigger difference in t

7、he lives of more patients around the world.Pascal Soriot Chief Executive Officer“Nurturing a diverse environment where everyone can thrive creates a high-performance team,and our workforce has become increasingly reflective of the patients we serve and communities where we operate.”50.6%of our senio

8、r leaders,globally,today are women2AstraZeneca Gender Pay Report 2024Introduction“Our inclusive culture and diverse workforce are crucial elements of the innovative work we do.”Our people power our innovation,and our commitment to Inclusion&Diversity(I&D)is one element of our approach to being a gre

9、at place to work that ensures that,together,we can create an inspiring experience for our employees,while cultivating different perspectives to better serve diverse patient populations around the world.In 2024,our workforce in the UK was 9,900 people strong and our balance was 52%men vs 48%women.We

10、remain committed to equal pay and ensuring that our pay practices and decision making are equitable and free of bias.Our UK pay gap continues to progress and weve seen a decrease from 15.7%in 2019 to 6.8%in 2024 as the percentage of women in senior roles continues to increase.As a significant employ

11、er in the science and manufacturing sectors in the UK,AstraZeneca plays a vital role in encouraging women to pursue and excel in scientific careers.We support initiatives to promote women in STEM(Science,Technology,Engineering,and Maths)by engaging with schools and colleges to inspire future talent.

12、In 2024,our merit-based approach resulted in 56%of our undergraduate industrial placement students hired in the UK being women.Additionally,it has been encouraging to see early-in-career women leaders benefit from the broad range of development programmes available across the Company,helping to impr

13、ove impact and empowerment and supporting progression to more challenging roles,projects,or assignments.In the UK and across the world,we believe that our inclusive culture and diverse workforce are crucial elements of the innovative work we do and to achieving our 2030 Bold Ambition together.Rebeka

14、h Martin Senior Vice President,Human ResourcesAstraZeneca demographicUK employees 9,91052%48%3AstraZeneca Gender Pay Report 2024What is the difference between gender pay and equal pay?Equal pay is a man and a woman being paid the same for doing the same job,or a job of equal value.The requirement fo

15、r equal pay for equal work has been enshrined in UK law for nearly 50 years.Companies are required to disclose their gender pay gap by comparing average pay by gender to show the overall balance of pay between men and women.The difference in average pay between men and women the gender pay gap can b

16、e influenced by many factors,such as the number of women and men at different salary levels within a company,or the number of men and women choosing to work part-time.Explaining mean and median paycalculationsThe UK regulations require us to report our median(mid-point distribution)and mean(average)

17、pay and bonus gaps,along with the ratio of men to women in each pay quartile.Explaining gender payThe difference equals the median hourly pay gapLowest hourly payNumber of women employeesMean(average)womens payNumber of men employeesMean(average)mens payHighest hourly payHourly rates of payHighest h

18、ourly payThe difference equals the mean hourly pay gapHourly rates of payLowest hourly payMedianMeanThe mean is the average hourly pay across each gender.This is worked out by adding together all the hourly rates of pay for each gender and then dividing the total by the number of people of that gend

19、er.The mean gap is the difference between the two numbers,expressed as a percentage.We report both the mean pay gap and the mean bonus gap.The median is calculated by lining up everyone of each gender in order of how much they are paid.The median is the amount paid to the person in the middle of eac

20、h line.The median gap is the difference between these two numbers,expressed as a percentage.This calculation is done for pay and for bonuses.+=4AstraZeneca Gender Pay Report 202452%Men 48%Women Men 49.0%51.0%Women Men 50.3%49.7%Women Men 56.4%43.6%Women Men 51.7%48.3%Women What is our Gender Pay Gap

21、?Hourly pay gapThis years hourly median pay and bonus gaps were driven by two factors:1.Seniority gap 2.Part-time workingSeniority gapThe bonus gap is driven by having more men in senior roles where base pay and targets are higher,impacted further by the timings of bonus and other payments to senior

22、 executives.Although we still have more men in senior roles,we are actively encouraging women to progress to senior roles which,over time,we believe will reduce the gender pay gap.There has been progression in this area with more women representation in senior career roles,and men reducing slightly.

23、The UK board also now has further women representation which has balanced the gender split.Part-time workingThe flexible arrangements we offer mean that many employees find they can combine a rewarding career with having a family,and dont have to choose between the two.Part-time working is available

24、 to men as well as women,with 10.4%of women choosing these arrangements against 1.6%of men:there was a small increase compared with the number of both men and women working part time last year.Part-time working affects the bonus numbers because these employees received pro-rated bonuses based on the

25、 number of hours worked,and the statutory calculations dont allow us to take this into account.How do these numbers differ from last year?The AstraZeneca pay gap has marginally increased this year,however it remains below the UK national average of 13.1%.There is a small increase in women in the upp

26、er quartile of pay,as a result of the higher promotion rate for women,along with a small increase in the lower quartile.This is due to a higher representation of women in historically male-dominated roles within manufacturing.The balance of women to men in the UK is 48%of women making up the workfor

27、ce in 2024 which has remained the same as in 2023.The gap is driven by the higher proportion of men than women in senior roles,albeit the gap has closed with an increasing representation of women in senior positions.There is still a higher proportion of women working part time than men,although the

28、gap has reduced slightly.Our hourly median pay gap,at 6.8%,is below the UK average of 13.1%.Hourly pay gapAstraZeneca in the UKMedian6.8%Median pay gap:men were paid 6.8%more than womenNumber of employees9,910Employees Upper quartileMean7.4%Mean pay gap:men were paid 7.4%more than womenBonus pay gap

29、Median17.3%Median bonus gap:men were paid 17.3%more than womenMean26.9%Mean bonus gap:men were paid 26.9%more than womenBonus recipients88.2%87.6%Ratio of men to women in each pay quartileUpper-middle quartileLower-middle quartileLower quartile5AstraZeneca Gender Pay Report 2024How are we promoting

30、gender diversity in the UKDevelopHow we help everyone achieve their full potentialRetainHow we keep talented people within the CompanyAttractHow we recruit peopleTo promote gender diversity across the Company,we need to think about it at every level in the Company,and at every stage in an employees

31、career.We are committed to creating a culture of inclusion and collaboration to support our Great Place to Work initiative and increase organisational productivity.I am currently on the UK Operations Digital Apprenticeship programme based in Macclesfield.My most recent rotation on the programme invo

32、lves creating digital solutions for our quality function in the manufacturing process of medicines.AstraZeneca has an incredible reputation as a great place to work and this is what first attracted me to the organisation.AstraZeneca offered me the opportunity to study towards a degree,outside of the

33、 traditional route of full-time university whilst gaining practical experience in a fast-paced working environment.The opportunity to rotate around different teams and collaborate with different departments on projects has been invaluable and helped grow my network greatly.I am looking forward to co

34、mpleting my degree and graduating and hope to secure a permanent role within AstraZeneca.I am currently a Director in Early Chemical Development,though I joined AstraZeneca as a Senior Scientist 17 years ago after the completion of my PhD.Ive been fortunate to perform a number of different roles in

35、my time at AstraZeneca including a secondment in Sweden.I am passionate about innovation and the Company gives me the opportunity to apply that passion to help develop solutions to get medicines to patients faster.Every day is a school day in my role and I enjoy the continuous learning opportunities

36、 that AstraZeneca offers me.My team empower me every day to work to my best and I enjoy learning from them.In 2020,I joined the UK Network of Women Employee Resource Group as the communications lead.This gave me the opportunity to work with lots of great colleagues across AstraZeneca to help empower

37、 women from every part of our organisation to connect and develop as part of an inclusive network.I recently stepped up to co-lead this group and look forward to seeing the impact we make to help contribute to an inclusive workplace for all.Sophie JanbonNatasha HanksTherese HerlingI hold an AstraZen

38、eca-funded Postdoctoral Research Fellowship.The project is a collaboration between AstraZeneca and the University of Cambridge.I was attracted to this programme because I would be working on fundamental research with practical applications in the development of improved medicines.Crucially,the resea

39、rch is intended for publication.AstraZeneca has a wide portfolio of training material,that is available to anyone at any time,and live training opportunities to support employees in their development journey.I have been able to develop professional skills through leadership training and coaching for

40、 online and in-person presentations.I have also been able to gain new technical skills.As an example,I was interested in learning to use machine learning for data analysis,so I took a course.AstraZeneca is great at bringing in external experts to run these classes.Working in AstraZeneca,it is easy t

41、o reach out and collaborate with teams across the globe,and my professional network has expanded greatly.I have been able to access the facilities and expertise of a global company to carry out this project.The results are really exciting,and I am looking forward to publishing the paper soon.“Inclus

42、ion&Diversity foster a culture of innovation and creativity,bringing uscompetitive advantage forallourpatients.”Our talent strategy is based around three areas:6AstraZeneca Gender Pay Report 2024Appendix statutory disclosuresIn April 2024,we employed 9,910 people across two UK companies AstraZeneca

43、UK Limited,MedImmune UK Limited.AstraZeneca UK Limited employed 9,574 people,who are involved across the full range of our activities:research,development,production,and commercialisation of our medicines,as well as those working in support and global functions.MedImmune UK Limited employed 336 peop

44、le who work on supply and quality operations,as well as some working in biopharmaceutical development activities.AstraZeneca UK Limited Women%Men%9,574 employees4951Median%Mean%Hourly pay gapGap between women and men hourly pay7.78.2Bonus pay gapGap between women and men bonuses19.327.9Women%Men%Pro

45、portion of women and men receiving a bonusProportion receiving a bonus87.688.4Women%Men%Gender split by hourly pay quartileUpper quartile43.356.7Upper-middle quartile48.151.9Lower-middle quartile50.649.4Lower quartile52.347.7MedImmune UK Limited Women%Men%336 employees3664Median%Mean%Hourly pay gapG

46、ap between women and men hourly pay1.1-3.7Bonus pay gapGap between women and men bonuses3.5-0.9Women%Men%Proportion of women and men receiving a bonusProportion receiving a bonus88.985.2Women%Men%Gender split by hourly pay quartileUpper quartile36.963.1Upper-middle quartile33.366.7Lower-middle quart

47、ile45.254.8Lower quartile29.870.2Basis of analysisThe figures show the median and mean pay gap based on data as at 5 April 2024 and for bonuses paid in the year ended 5 April 2024.We have complied with The Equality Act 2010(Gender Pay Gap Information)Regulations 2017 in calculating our gender pay results.In line with the Regulations,we have excluded those people where data required to calculate the gender pay gap is not readily available.We have also excluded contractors who are engaged through third parties.7AstraZeneca Gender Pay Report 2024