People data. Employee engagement. Composition of workforce. Composition of workforce. Notes

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1 People data Our people help drive Sky s success, whether they re creating programmes, developing technology or providing customer service, we rely on 24,000 talented individuals. We attract them by making Sky a great place to work, investing in their future and providing an engaging, safe and rewarding culture. Employee engagement We want all our people to feel involved and engaged in our business. Therefore we need to know what our people are thinking and how they feel about working for Sky. One of the ways we measure employee engagement is through our people survey which we run every four months. We benchmark our results externally using data from Towers Watson so that we can compare our performance against other large UK companies. The benchmark information shows us that participation in our surveys is consistently higher than experienced elsewhere (averaging 75% across the 3 surveys this year). Our overall score for employee engagement is 94%. This is up 7% from last year s reported figure and 11% above our goal to exceed the external benchmark. We perform better than other large UK companies in nine out of the 11 categories we measure. The employee engagement category includes questions about whether our people support our strategy, understand how their work contributes to it, are willing to go the extra mile to help us succeed and are proud to work for Sky. This make is a good indicator of how our employees feel about our company. Composition of workforce The table to the right shows that in 2012/13 our number of full time equivalent employees increased by 8%. This is largely due to the expansion of our Ireland workforce in Retail Sales and Contact Centres. We have also worked to grow our UK retail sales teams. We have continued to make Sky a great place to work and have seen the level of both voluntary staff turnover and redundancies decrease from previous years. Composition of workforce 1. Total numbers of employees refers to the total number of people w hich w e employee and includes people employed on a permanent, fixed term or adhoc contract. 2008/ / / / /13 Full time equivalent 13,951 15,440 16,006 17,937 19,413 employees 1,2,3 Number of compulsory redundancies

2 Staff turnover (voluntary) (%) Staff on fixed term or temporary contracts Organic job growth 4 3,626 2,954 3,836 5,060 4, All people data has been reported for UK and Ireland combined. While Sky operates across the UK and Ireland, the Irish w orkforce is less than 1% of the total Sky w orkforce. 2. Excluding those employees w ho w ork for our joint ventures w ith National Geographic and History Channel 3. Full Time Equivalent employees includes permanent employees, and those on fixed term and adhoc hours employment contracts from continuing operations only; the total number of Sky people is 24, Refers to all people new to Sky, not just additional full time equivalent employees Training and development at Sky We are committed to training and developing our people and offer a range of training solutions on core business skills, management and leadership development as well as technical, job-specific training and development. Employees have participated in an average of five training days and undertaken 8.3 hours of online learning each this year. The Development Studio, Sky's web-based learning portal, has been accessed over 385,000 times this year, which is an increase of over 35% on last year. Our use of e-learning technology makes learning more accessible for non-office based employees and provides a cost-effective means of delivering innovative training to Sky people from an internetenabled device. The overall increase since 2009/10 is due to our focus on training and development within the Customer Contact Centres through externally accredited customer service training. We completed one of the additional training programmes for our Customer Service staff so our training days have reduced in comparison to last year. In addition, more of our training initiatives are now being delivered by e- learning. This has increased by more than 90% on last year and reaches a wider network of our people. Total training days Completed e-learning 2010/ / /13 Total training (days) 1 112, , ,678 Average training days per employee (days) Average amount spent per employee ( )

3 Proportion of employees receiving annual training and development reviews (%) Other: Completed e-learning (hours) 68,000 83, , Excludes online e-learning modules, counted separately 2. Employee figure is for full time equivalent employees It s our people that make Sky Britain and Ireland s leading entertainment and communication company. That s why we work hard to be an inclusive employer, so everyone at Sky can be their best. Our diversity and inclusion strategy supports this approach. We have continued to see improvement in black and minority ethnic representation at all levels. Our focus on inclusive recruitment is reflected in the continued improvement in the percentage of employees with disabilities. The total number of women in our workforce has increased from 7,208 to 7,633 over the past year. As a percentage of our total employee base this represents a small reduction, due to rapid growth in areas where there are a greater proportion of men, such as our door-to-door sales teams. Over the year, we worked hard to improve the quality of our diversity and inclusion data, establishing a dashboard which will allow us to monitor the results of our diversity and inclusion strategy more frequently. As a result we have rebaselined our data for 2010/11, in line with our new data set. Diversity of Sky management Diversity of Sky management

4 Employee Type 2010/ / /13 Female (% all employees) Female employees in management (% all management employees) Black and minority ethnic 3 (% all employees) Black and minority ethnic in management 3 (% all management employees) 2 Disabled employees 4 (% all employees) All employees refer to the average headcount for people employed on a permanent, fixed term or adhoc contract 2. Management is defined in four categories: Executive - those part of the Executive Management; Senior Managers - those w ho report directly to an Executive; Middle Managers - those w ho report directly to Senior Managers; Other Managers - those w ho have direct reports 3. Where an employee's ethnicity is 'other, not know n or undeclared' this is not included in the count of black and minority ethnic employees 4. Where disability status is 'not know n or undeclared' this is not included in the count of disabled employees Health and safety For 2012/13, we achieved our goal of reducing our incident rate from 0.3 injuries per 100,000 hours worked in 2011/12 to 0.2 injuries per 100,000 hours worked. Most of the accidents that occur at Sky are in our field engineering workforce due to the physical nature of the role. Across the year, seven engineers were saved from injury by our secured, stable ladders and fall arrest regime. There were three falls from height, of which the most serious injury was bruised ribs. Action continues to be taken to eliminate the causes of injury across all areas of Sky. Sky s systems and procedures, management commitment, the positive attitudes of our people and the strong safety culture across the business has ensured that there were no work-related fatalities among Sky employees for the reporting period covering the last four years. Our incident rate target for 2013/14 is to achieve a reduction to 0.19 injuries per 100,000 hours worked. This reduction reflects the anticipated increase in our field engineer as a proportion of our workforce. During the year there was a change in reporting requirements under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations of 1995 ( RIDDOR ), requiring those in excess of seven days to be reported. This has little effect on Sky s number of reportable incidents, as the periods of absence post incident in 2011/12 were generally in excess of seven days. Over the year, our clinical professionals have focused on manager training and education, as well as on improving the quality and business focus of our Occupation Health reports and absence review meetings. These initiatives and the additional efforts by our Human Resources and Occupational Health specialists has helped to drive down our percentage of absence due to illness from 4.1% to 4.0%. Absence management projects are currently underway in our Customer Service Group and will continue into the coming year. Accidents per 100,000 hours worked

5 Total reportable injuries for Sky Group Annual absence due to illness