Gender pay gap

Allergy Therapeutics is a leader in immunology, specializing in the research and development of innovative allergy treatments. We bring together top talent who are eager to contribute to a forward-thinking company and make a meaningful impact in the field of immunology.

Our people are at the heart of our success and we are dedicated to fostering an environment where employees can grow, develop and achieve their full potential. With an entrepreneurial mindset and a strong focus on our people, we cultivate a dynamic workplace that offers flexible working solutions for all.

Gender pay gap and equal pay are two terms that are often confused;

• Equal pay refers to the legal requirement that within an organisation, male and female staff members who are engaged in equal or similar work, or work of equal value, must receive equal pay and other workplace benefits.
• The gender pay gap is a broader measure of the difference in the average earnings of men and women - regardless of the nature of their work - across an organisation, a business sector, an industry or the economy as a whole. It is expressed as a percentage of men’s earnings.

Allergy Therapeutics takes all possible steps to ensure we are fully compliant with equal pay legislation, paying male and female staff members equal pay for work of equal value.

This paper focuses on our gender pay gap.

Please see our pay gap calculations below, as at 5 April 2024:

Industry Context

The UK pharmaceuticals industry is a highly skilled sector that plays a critical role in research, manufacturing and the supply of medicines globally. Historically, the industry has had a higher proportion of men in senior and technical roles, which contributes to the gender pay gap seen across many companies.

According to recent industry reports, the average gender pay gap in UK pharmaceuticals is around 10-15%, aligning with the figures in this report. Many companies in the sector have been working to address the gap by focusing on diversity in leadership, inclusive hiring and flexible working policies.

What is causing our gap?

Our gender pay gap is primarily driven by the distribution of male and female employees across different pay levels. Although we have a relatively balanced workforce in the lower and middle quartiles, a higher proportion of male employees hold senior and higher-paid roles. This structural difference is a key factor influencing our gender pay gap figures.

What are we doing to reduce our gaps?

With regards to our senior leaders, we are continuing to work towards our previously stated aims of having a 50:50 male / female composition of our Executive Team (continued work in progress).

We are committed to reducing our gender pay gap and ensuring that opportunities for progression and pay equity are available to all employees. Our key initiatives include:

• Enhancing career development opportunities to support the progression of women into senior roles.
• Strengthening recruitment and promotion processes to ensure a fair and transparent approach.
• Promoting flexible working options to enable a better work-life balance for all employees.
• Providing leadership development and mentoring programs to support career progression.

Allergy Therapeutics is committed to achieving gender balance and our aim is to use our ongoing initiatives to continue to improve on this. We are determined to be an inclusive and diverse company and we will nurture the attitudes and mind-sets required to achieve this.

Declaration

We confirm that our data is accurate and has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Manuel Llobet - Chief Executive Officer

Francesca Hills - Head of HR, Global Functions & UK

For further information please contact:

Francesca Hills - Francesca.Hills@AllergyTherapeutics.com