ITV 2023 Pay Gap Report

2023 PAY GAP REPORT ITV PLC

INTRODUCTION All UK companies with 250 or more REPORTING REQUIREMENTS MEDIAN AND MEAN employees are required to publish gender pay gap information. A gender Companies are required to report the following gender pay gap The legislation requires average pay to be calculated in two pay gap isn’t the di昀昀erence in pay information: different ways, using the median and also the mean: • Gender pay gap • Median between men and women doing the the difference between the median, and also the mean, if all women were lined up in order of their pay, and so were all hourly rate of pay for men and for women, based on the men, the median pay for men and the median pay for women same or similar work – that’s ‘equal pay’ April pay period. would be the pay of the individual in the middle of each line. and UK law prohibits less favourable • Gender bonus gap The median gender pay gap compares these two values. the difference between the median, and also the mean, The median indicates the typical situation in the middle and treatment due to gender. At ITV, we’re value of bonus pay for men and for women over the 12 months is less affected by any outliers at the top or bottom. commi琀琀ed to equal pay for equal work to April. • Mean • Bonus proportions to calculate the mean level of pay for women and for men, for our employees, as set out in the the proportions of men and women who received bonus pay the pay of all women is added together and then divided by during the 12 months to April. the number of women, and the pay of all men is added Equality Act 2010. together and then divided by the number of men. The mean • Quartile pay bands gender pay gap compares these two values. The mean is more if the total workforce was put in order of hourly rate of pay and affected by any particularly high or low values within a group. Instead, a gender pay gap shows the difference between the average then split into four groups of equal size, or quartiles, this is the pay of all women and the average pay of all men, irrespective of any proportions of men and women in each of the four groups. differences in the work they do. As a result, it’s affected by how the workforce is made up, including the numbers of men and women in different types of jobs and at different levels of seniority. GENDER PAY GAP EXAMPLE This report contains ITV’s 2023 gender pay gap information, as required under The Equality Act 2010 (Gender Pay Gap Information) A workforce is made up of: Everyone who does the same job is paid equally, but: Regulations 2017. We’ve been publishing our ethnicity pay gap data on a voluntary basis since 2018, and last year we published our disability • Ten analysts (seven women and three men), who are all paid • If you add together the pay for all nine women and divide by and LGBTQ+ pay gap information for the first time. £30,000 a year. the number of women, the mean pay for all women is £40,000. If you add together the pay for all seven men and divide by the During 2023, the Government published voluntary guidance for number of men, the mean pay for all men is £55,714. employers on ethnicity pay reporting. We’ve updated our 2023 report Comparing these two values results in a mean gender pay gap to reflect this guidance, which includes publishing separate pay gap • Six senior managers (two women and four men), who are all of 28.2%, which means the mean pay for women is 28.2% less information for different ethnic groups. Tracking and aiming to reduce paid £75,000 a year. than for men. our pay gaps are an important part of our broader diversity, equity and • If you were to line up all nine women in order of pay, the woman inclusion work at ITV. in the middle of the line would be paid £30,000. If you were to Further information on the commitments ITV has made to increase do the same for all seven men, the man in the middle of the line diversity both on and off-screen, and the actions that have been would be paid £75,000. Comparing these two values results in taken to improve representation, can be found in our a median gender pay gap of 60%, which means the median pay Diversity Acceleration Plan Report. for women is 60% less than for men. Women The gender pay gap in this example is due to the different Men numbers of men and women doing each type of job. ITV plc Pay Gap Report 2023 1

Gender PAY GAP OUR GENDER PAY GAP GENDER PAY GAP % GENDER BONUS GAP % MEDIAN MEDIAN According to the Office for National Statistics (ONS), the overall 2017 2023 2017 2023 UK median gender pay gap is currently 14.3%. These are the gender pay gap figures for ITV overall1, which have been calculated in line 11.9 with the reporting regulations. 0.0 We expect to see some fluctuation in our figures from one year to 0.0 the next, but we’re pleased that both our median and mean gender 9.6 pay gaps continue to show an overall downward trend since our first report. Our median pay gap of 9.6% also remains lower than the MEAN MEAN current overall UK median pay gap. 2017 2023 2017 2023 The gender balance of our workforce remains strong, with slightly 16.4 49.4 more women than men working at ITV overall (54% women versus 46% men). Our gender pay gap exists because of the make-up of our workforce, with more men than women working in the most 12.0 29.8 senior or highly paid roles at ITV, and more women than men in lower paying roles. However, the proportion of women in the upper and upper middle quartile pay bands has increased since 2017. We’re committed to supporting flexibility and helping all of our BONUS PROPORTIONS % employees balance their career with life outside of work. At ITV, more women than men choose to work less than full-time hours, Women receiving bonus pay Men receiving bonus pay and take extended family leave, which also has an impact on our numbers. 93.5 94.2 QUARTILE PAY BANDS (%) UPPER UPPER MIDDLE LOWER MIDDLE LOWER Women 45.1% 53.1% 56.5% 60.3% Men 54.9% 46.9% 43.5% 39.7% 1 Overall ITV figures are based on all permanent and fixed-term ITV employees based in England, Scotland, Wales and Northern Ireland, who are subject to MEDIAN GENDER PAY GAP standard ITV contractual terms and conditions. In line with the regulations, BY QUARTILE PAY BAND –1.6 1.6 –0.1 0.2 we’ve excluded those people who aren’t employed on a permanent or fixed-term contract of employment and for whom it’s not reasonably practicable to obtain the data required for the calculations. ITV plc Pay Gap Report 2023 2

Ethnicity PAY GAP OUR ETHNICITY PAY GAP ETHNICITY PAY GAP % ETHNICITY BONUS GAP % MEDIAN MEDIAN Companies aren’t currently required to publish information about their 2018 2023 2018 2023 ethnicity pay gap, and we include this in our report on a voluntary basis. These are the ethnicity pay gap figures for ITV overall, which have 7.8 been calculated in line with the regulations that apply for gender pay 0.0 0.0 gap reporting. These figures show the difference between the average –0.5 pay of all self-disclosed White employees and the average pay of all 3 People of Colour . MEAN MEAN The proportion of People of Colour in the upper quartile pay band 2018 2023 2018 2023 has increased from 10.6% in 2018 to 16.7% in 2023. In the upper middle pay band, the number has also increased from 10.7% in 9.6 26.3 2018 to 14.5% in 2023. The proportion of People of Colour in the lower quartile pay band 3.7 16.0 reflects the greater diversity of participants in our entry level schemes and also in entry level roles, as we actively aim to open up these opportunities to individuals who may not have previously considered ITV as a potential employer. BONUS PROPORTIONS % People of Colour White employees receiving bonus pay receiving bonus pay 92.7 95.0 QUARTILE PAY BANDS (%) UPPER UPPER MIDDLE LOWER MIDDLE LOWER People of Colour 16.7% 14.5% 11.2% 19.8% White employees 83.3% 85.5% 88.8% 80.2% 2 Overall ITV figures are based on all permanent and fixed-term ITV employees based in England, Scotland, Wales and Northern Ireland, who are subject to standard ITV MEDIAN ETHNICITY PAY GAP contractual terms and conditions and who have voluntarily told us their ethnicity – 93% BY QUARTILE PAY BAND 5.9 –1.5 1.9 4.5 of employees. The 7% of our employees who have not shared their ethnicity have been excluded from these calculations. 3 People of Colour includes Black, Asian and minority ethnic employees. ITV plc Pay Gap Report 2023 3

ETHNICITY PAY GAP CONTINUED OUR DISAGGREGATED ETHNICITY PAY GAPS 2023 DISAGGREGATED ETHNICITY PAY GAPS (%) ASIAN/ BLACK AFRICAN/ MIXED/ This year, we are also publishing our disaggregated ethnicity pay gaps ASIAN BRITISH BLACK CARIBBEAN/BLACK BRITISH MULTIPLE ETHNIC GROUPS for the first time, which compare the average hourly pay of different MEDIAN PAY GAP –20.7% 20.2% 14.6% ethnic groups to that of White employees. Our approach is based on the Government’s guidance for employers on ethnicity pay reporting. MEAN PAY GAP –10.5% 22.1% 12.8% MEDIAN BONUS GAP 0% 0% 0% MEAN BONUS GAP –1.0% 45.4% 19.0% In line with the guidance on minimum category sizes, we have chosen not to publish our pay gap data for White employees compared to other minority ethnic groups. This is to ensure statistical robustness and to guard against information about individual employees being disclosed. REPRESENTATION OF ETHNIC GROUPS AT ITV (%) PROPORTION OF ALL EMPLOYEES BY ETHNIC GROUP IN EACH PAY QUARTILE (%) White UPPER UPPER MIDDLE LOWER MIDDLE LOWER 76.3% White 83.3% 85.5% 88.8% 80.2% Asian/Asian British Asian/Asian British 9.4% 7.7% 4.1% 6.0% 6.1% Black African/Black Caribbean/Black British 2.3% 2.6% 2.7% 6.5% Black African/Black Mixed/Multiple Ethnic Groups 3.8% 3.5% 3.6% 6.9% Caribbean/Black British Other Minority Ethnic Groups 1.2% 0.7% 0.8% 0.5% 3.2% Mixed/Multiple Ethnic Groups 4.0% Based on the population Other Minority Ethnic Groups of employees in our 2023 0.7% Pay Gap calculations who have voluntarily Prefer not to say completed their ethnicity 2.7% data, and the proportion of employees who No Data haven’t completed their ethnicity data. 7.0% ITV plc Pay Gap Report 2023 4

Disability PAY GAP OUR DISABILITY PAY GAP DISABILITY PAY GAP % DISABILITY BONUS GAP % MEDIAN MEDIAN We voluntarily publish our disability pay gap information, which shows 2020 2023 2020 2023 the difference between the average pay of all employees who shared that they are Deaf, Disabled or Neurodivergent, and the average pay 8.5 of employees who shared they do not have a disability. Although the proportion of Deaf, Disabled and Neurodivergent 0.0 0.0 employees in the upper quartile pay band has reduced slightly 6.2 from 9.5% in 2022 to 9% in 2023, there has been a year-on-year increase in all of the other quartile pay bands. MEAN MEAN 2020 2023 2020 2023 13.0 31.3 11.3 12.9 BONUS PROPORTIONS % Deaf, Disabled or Neurodivergent Non-Disabled employees employees receiving bonus pay receiving bonus pay 96.1 94.5 QUARTILE PAY BANDS (%) UPPER UPPER MIDDLE LOWER MIDDLE LOWER Deaf, Disabled or Neurodivergent employees 9.0% 11.8% 13.3% 15.1% Non-Disabled employees 91.0% 88.2% 86.7% 84.9% MEDIAN DISABILITY PAY GAP 2.9 –0.7 0.7 6.0 BY QUARTILE PAY BAND ITV plc Pay Gap Report 2023 5

LGBTQ+ PAY GAP OUR LGBTQ+ PAY GAP LGBTQ+ PAY GAP % LGBTQ+ BONUS GAP % MEDIAN MEDIAN We also voluntarily publish our pay gap between employees who 2020 2023 2020 2023 identify as Lesbian, Gay, Bisexual, Trans or Queer (LGBTQ+), and employees who identify as heterosexual. 6.4 We’re pleased to see a reduction since 2020 in our median and 0.0 0.0 mean pay gaps, and also a year-on-year increase in representation 3.5 of LGBTQ+ colleagues in every quartile pay band. MEAN MEAN 2020 2023 2020 2023 12.3 44.4 11.7 9.1 BONUS PROPORTIONS % LGBTQ+ employees Non-LGBTQ+ employees receiving bonus pay receiving bonus pay 92.5 94.9 QUARTILE PAY BANDS (%) UPPER UPPER MIDDLE LOWER MIDDLE LOWER LGBTQ+ employees 9.3% 9.8% 8.8% 13.1% Non-LGBTQ+ employees 90.7% 90.2% 91.2% 86.9% MEDIAN LGBTQ+ PAY GAP 3.7 1.5 1.0 6.2 BY QUARTILE PAY BAND ITV plc Pay Gap Report 2023 6

STATUTORY DISCLOSURES Due to the way ITV is structured, we’re required to publish separate ITV BREAKFAST LIMITED ITV BROADCASTING LIMITED gender pay gap information for five different ITV companies, all of SUMMARY MEDIAN MEAN SUMMARY MEDIAN MEAN which have already been included in the overall gender pay gap Gender pay gap (%) 5.7% 2.1% Gender pay gap (%) 8.0% 15.4% figures above4. Gender bonus gap (%) 0.0% –0.7% Gender bonus gap (%) 0.0% 33.7% These statutory figures represent smaller subsets of our overall BONUS PROPORTIONS BONUS PROPORTIONS employee figures and as a result, they are much more sensitive to any changes in the data. As we think about and manage ITV as one Women receiving Men receiving Women receiving Men receiving organisation, we believe our gender pay gap figures for ITV overall bonus pay (%) bonus pay (%) bonus pay (%) bonus pay (%) show a much more accurate picture of the business as a whole. 95.9 92.2 95.5 94.4 QUARTILE PAY BANDS WOMEN MEN QUARTILE PAY BANDS WOMEN MEN Upper (%) 54.0% 46.0% Upper (%) 47.4% 52.6% Upper middle (%) 70.6% 29.4% Upper middle (%) 52.9% 47.1% 4 In line with the regulations, we’ve excluded employees based in Northern Ireland Lower middle (%) 64.7% 35.3% Lower middle (%) 56.6% 43.4% from the statutory disclosures, as well as anyone who isn’t employed on a permanent or fixed-term contract of employment and for whom it’s not reasonably practicable Lower (%) 68.6% 31.4% Lower (%) 64.9% 35.1% to obtain the data required for the calculations. ITV CONSUMER LIMITED ITV SERVICES LIMITED ITV STUDIOS LIMITED SUMMARY MEDIAN MEAN SUMMARY MEDIAN MEAN SUMMARY MEDIAN MEAN Gender pay gap (%) 18.0% 19.7% Gender pay gap (%) 19.6% 11.6% Gender pay gap (%) 4.8% 9.3% Gender bonus gap (%) –26.4% 42.8% Gender bonus gap (%) 0.0% 12.4% Gender bonus gap (%) 0.0% 44.4% BONUS PROPORTIONS BONUS PROPORTIONS BONUS PROPORTIONS Women receiving Men receiving Women receiving Men receiving Women receiving Men receiving bonus pay (%) bonus pay (%) bonus pay (%) bonus pay (%) bonus pay (%) bonus pay (%) 88.8 92.8 92.7 93.0 95.4 94.6 QUARTILE PAY BANDS WOMEN MEN QUARTILE PAY BANDS WOMEN MEN QUARTILE PAY BANDS WOMEN MEN Upper (%) 33.8% 66.3% Upper (%) 41.0% 59.0% Upper (%) 55.7% 44.3% Upper middle (%) 30.9% 69.1% Upper middle (%) 40.9% 59.1% Upper middle (%) 48.9% 51.1% Lower middle (%) 51.9% 48.1% Lower middle (%) 57.3% 42.7% Lower middle (%) 57.2% 42.8% Lower (%) 63.8% 36.3% Lower (%) 57.9% 42.1% Lower (%) 59.4% 40.6% Declaration We confirm that ITV’s gender pay gap report is accurate and meets the requirements of The Equality Act 2010 Carolyn McCall David Osborn (Gender Pay Gap Information) Regulations 2017. CEO Chief People Officer ITV plc Pay Gap Report 2023 7