The Government requires all UK based companies with more than 250 employees to publicly report
their gender pay gap in a transparent and accessible way. Adnams has always remained committed
to the principles of equal pay for all employees.

We continue to operate a fair job evaluation scheme to measure the relative value of roles across our business, ensuring consistency and transparency. We are confident that there is no gender bias within our pay and remuneration systems, and we recognise that equal pay between males and females is both a moral obligation and a legal right under the Equality Act 2010.

We remain committed to conducting regular pay audits, pay reviews and benchmarking across
roles, taking swift and specific action should any inequality ever be identified. We value the
strength that comes from a diverse workforce, and we continue to uphold our commitment to
fostering an inclusive culture.

This report details our gender pay gap for the year ending 5 April 2025.

Business Overview
Adnams is a diverse and multi-faceted business, encompassing brewery operations, distilling,
managed hotels and pub estate, retail stores and wholesale distribution. These operations are
supported by a wide range of central functions including Finance, HR, Marketing, IT, Supply Chain,
Production, Property and Customer Services.

As of 5 April 2025, Adnams employed 456 full-time equivalent (FTE) across the business. Our
workforce reflects a broad range of skills and roles with women representing 46% of our employees
and men representing 54%.

Understanding the Gender Pay Gap
What is the gender pay gap?
The gender pay gap measures the difference between the average (mean and median) hourly
earnings of men and women across an organisation. The methodology used in this report follows
the statutory calculation framework set out by UK legislation.

The following figures represent the difference in pay between men and women in our business and

Pay Gap Commentary
Our 2025 analysis shows a further widening of the mean gender pay gap, rising from 25.75% last
year to 28.83% this year. The median pay gap has remained broadly stable at 9.55%. This change is driven primarily by structural shifts within a relatively small group of senior employees. Higher paid roles continue to be disproportionately occupied by men, which significantly influences the upper quartile and therefore the overall mean gap.

As we continue to navigate a period of organisational change, we remain focused on maintaining
fairness, consistency and equity across all people decisions, employing the best person for the job
regardless of gender.

Bonus Pay Gap Commentary
Bonus eligibility remains limited across the business, which means that small variations can create
disproportionately large impacts on the bonus gap metrics.

In 2025:
• 4.55% of men received a bonus
• 5.73% of women received a bonus

The mean bonus pay gap is 63.16%, and the median bonus gap is 62.5%.

A key driver of our bonus gap is that a higher proportion of men work in sales related roles, where
bonus opportunities are more common. This results in an uneven distribution of bonus payments,
despite slightly higher proportion of women receiving bonuses overall.

We are looking to widen our bonus structure for 2025 / 26 and therefore expect that this element
of the gender pay gap will improve over time.

Quartile Distribution (% of male and females in each quartile)
Employees are ranked by hourly pay and divided into four equal groups (Quartiles). Our 2025
quartile distribution is as follows:

We continue to see women overrepresented in the lower paid quartiles and underrepresented in
the upper quartile, and while even small changes within our senior teams can create noticeable shifts in a business of our size, we actively explore the factors behind this and remain committed
to supporting stronger female representation and progression across all levels of the organisation.

Our Commitment to Closing the Gap
Adnams remains committed to creating an environment where all employees have equal
opportunity to progress. Our focus continues across the full employee life cycle, ensuring
transparency, fairness and career development for all employees.

We continue to work through:

• Supporting internal career development and talent pipelines for women
• Identifying potential within individuals early and removing barriers to progression
• Actively encouraging and supporting applications for senior roles from women
• Investing in flexible working practices
• Ensuring fair and transparent reward frameworks across the business.

Key actions Delivered in 2025

Transparent Reward & Pay Governance
• A structured pay review process to ensure consistency across all roles and departments by
means of a remuneration panel
• Ensured all newly created roles are evaluated fairly and objectively supported by the
appointment of a Recruitment Advisor.

Supporting Safety, Wellbeing & Inclusion
• Enhanced mental and physical wellbeing policies across the business.
• Launched a standalone Sexual Harassment Policy supported by mandatory training for all
employees.
• Began formalising new Mental Health Policies, reinforcing our long-term focus on wellbeing
and development.
• Re-engaged and expanded our Wellbeing Ambassador Network, including Mental Health
First Aiders, to provide visible, accessible support across the business.

These initiatives underpin our commitment to gender equity and help ensure women’s voices,
contributions and progression remain visible and valued across Adnams.

Looking Ahead: Our Gender Pay Gap Action Plan for 2026

To drive long-term improvement, our focus continues across the full employee lifecycle, with a more
structured and measurable plan for 2026.

Inclusive Recruitment Practices
• Launch a new ATS system (TALOS)

Transparent Reward and Pay Governance
• Publish a clear Employee Benefits Structure for all pay bands.
• Continue developing transparent career pathways across departments.
• Continue benchmarking roles to ensure we remain a median-pay employer.

Supportive Policies & Benefits
• Raise awareness of all wellbeing policies and support frameworks.
• Expand our Wellbeing Ambassador community across locations.

Developing High-Potential and Future Leaders
• Continue delivering cross business talent calibration with the launch of the 9-Box
Performance Toolkit which helps identify and prepare future leaders and successors into
leadership roles.
• Continue to provide leadership development for our Senior Leadership Team and our rising
stars that are either new to managing teams or about to become managers.

Our Ongoing Commitment
At Adnams we remain focussed on helping people to grow and progress, and we are continuing to
develop talent pathways that identify potential early and remove any barriers that might hold
employees back. This is especially important in making sure women have equal access to
opportunities at senior levels.

We know how important flexibility is and we are proud to offer high levels of flexible working across the business. This supports employees to balance their work and personal lives while still being able to develop their careers.

As part of strengthening our people practices, we are also introducing regular employee surveys to
understand experiences, identify any perceived barriers, and shape future action plans.

We are upgrading our Applicant Tracking System (ATS) to improve our recruitment processes and
ensure our practices are fair and consistent.

Above all, we believe every employee plays a vital part in Adnams success. We remain committed
to fair reward, supporting development at every level and ensuring all employees, regardless of
gender are equipped and empowered to reach their full potential.