Chief Executive Foreward

At Vodafone, our purpose is to connect for a better future and through our connectivity and technology we aspire to empower people. We are committed to having a workforce representative of the customers we serve and creating a place where everyone can grow, thrive and truly belong. To demonstrate our commitment to an equitable workplace, this year, for the first time, we are voluntarily reporting our Ethnicity Pay Gap alongside our Gender Pay Gap.

We published our first gender pay gap report in 2017, and since then we have increased the representation of women in senior management roles to over 35%. As a result of our actions to progress gender equality, our 2024 mean and median UK hourly gender pay gaps are at 9% and 11.5% respectively and have decreased by 7.9% and 12.8% since we first reported.

In 2022, we committed to increasing ethnic diversity in senior management roles. In the UK, 16.5% of colleagues are from an ethnically diverse background, with Black leaders making up 2% of senior management roles. Our 2024 UK mean ethnicity hourly pay gap is 5.3% and the median is 0.0%. This is based on a 64% ethnicity data disclosure rate for our UK colleagues. Improving this disclosure rate is key to better understanding our ethnicity pay gap and we continue to encourage our people to share their diversity data.

Whilst we are making progress, there is more to do and we remain committed to addressing diverse representation at all levels of our business, and through our actions to reducing the gaps. You can find more details on how we aim to achieve this and further details on our pay gap calculations in the UK Pay Gap report.