SUNSEEKER INTERNATIONAL LIMITED GENDER PAY GAP REPORT 2017

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1 SUNSEEKER INTERNATIONAL LIMITED

2 Introduction At Sunseeker we believe in promoting equal opportunity in employment. As such, we welcome the opportunity to publish the information required under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 that shows the gender pay gap level within our business. All statistics were compiled using the standard methodologies set out in the Regulations based on a snapshot date of 5 April 2017 and with reference to the ACAS guidelines. When required, we employed the services of Womble Bond Dickinson LLP to review our interpretation of the Regulations and the applied methodology. Sunseeker will always aim to encourage gender diversity across the whole of our workforce and are committed to identifying and, where required, addressing any gender pay gaps at job level, including any gaps in favour of women.

3 Data for Sunseeker International Ltd. Gender Pay Gap Our Mean Gender Pay Gap -1.7% Our Median Gender Pay Gap -0.7% The Gender Pay Gap is different from Equal Pay in that it is an average of hourly pay rates of all full pay relevant female employees compared to all full pay relevant male employees. The negative gender pay gaps (i.e. average pay for women being slightly greater than average pay for men) are mainly due to the structure of our workforce. Sunseeker is committed to paying employees doing equivalent jobs in our organisation equally regardless of their gender or other characteristics. Sunseeker employs predominantly hourly paid male workers. All hourly paid workers are entitled to overtime pay, which is paid at a premium rate. Under the regulations, when defining ordinary pay for the purpose of calculating the hourly pay rate, any pay related to overtime is excluded. In the reporting data, 95% are male and the proportion of males increases to 98% when measured over our hourly paid workforce alone. A further factor influencing our gender pay gap results is that, although females make up only around 5% of our workforce, 71% of all females, compared to just 11% of all males, are in salaried office-based roles that attract higher than average pay rates, but do not qualify for any overtime pay. These factors serve to make mean and median pay for women slightly greater than that for men, when taken across the workforce as a whole. In the context of ACAS guidance, which suggests that almost all organisations are likely to have a positive percentage pay gap, our negative mean and median gender pay gaps may be viewed as encouraging.

4 Pay Quartiles by Gender Upper Middle Quartile 3.6% 96.4% Lower Quartile 8.% 92% Upper Quartile 7.5% 92.5% Lower Middle Quartile 1.6% 98.4% The gender splits in the quartile bands are broadly representative of our overall male to female ratio of 95:5. The greater representation of women in the lower and upper quartiles is expected given the nature of our salaried office-based roles that are undertaken by 71% of all females. 86% of our total workforce fulfil hourly paid roles. Such roles make up 97% of all roles in the lower and upper middle quartiles and these roles are predominately fulfilled by males, as described earlier. This data was calculated by organising our workforce into evenly sized quartiles based on ranking of all full pay relevant employees from lowest to highest by hourly rate of pay.

5 Bonus Gender Pay Gap This section reports the differences in the mean and median bonus pay between all relevant female employees compared to all relevant male employees, as well as the proportion of men and women who received bonus pay in the reporting year. Our Mean Bonus Gender Pay Gap Our Median Bonus Gender Pay Gap Males receiving bonus pay 9.3% 90.7% Proportion of males receiving bonus pay (%) -23.1% -62.2% Proportion of males not receiving bonus pay (%) Females receiving bonus pay 10.5% 89.5% Proportion of females receiving bonus pay (%) Proportion of females not receiving bonus pay (%) We believe the gender bonus gaps have been skewed where nil or a percentage bonus has been paid to partserving employees, (i.e. because relevant employees who were not eligible to receive a bonus, as well as pro-rated bonuses received by those who joined part way through the year are not excluded or adjusted for the purposes of the gender bonus gap calculations). Our negative mean and median gender pay gaps reflect the fact that there are proportionally more females than males in salaried office-based roles and these roles attract higher bonus payments.

6 Gender Pay Figures Sunseeker recognises that it is important to increase the number of females in our organisation. Diversity and inclusion is core to Sunseeker s approach to attract and retain employees with the right skills and capabilities. The talent pool is particularly competitive for science, technology, engineering and mathematic (STEM) skills, on which our business and industry rely. The challenge of recruiting females into engineering is well documented. Promoting engineering and technical careers for females will be critical to meeting the challenge of building a diverse workforce and accessing the widest available talent pool. Engineering education pathways that focus on maritime are in the minority. To encourage more women into STEM careers, we are particularly targeting females to join our apprenticeship and graduate programmes, where they will learn the necessary craft and engineering skills from experienced boat builders. This statement confirms that the published information is accurate as at the time of publishing and is signed by Siân Dodds, HR Director. For and on behalf of Sunseeker International Limited Siân Dodds