Creating an inclusive and diverse company will contribute significantly to future success of Inmarsat and hopefully later in 2022 with the combined Inmarsat and Viasat. Our people are our greatest strength, and we want all our people to thrive. It is our breadth and richness of skills, passion and viewpoints that powers our business, connects us with our customers and accelerates our innovation.

We continued to progress our diversity, equality, and inclusion agenda during 2021 and into 2022. In a survey on the topic that we conducted during the year, it was clear that there are some improvements to make, but also that we are working from a strong foundation. Employees felt that Inmarsat is a diverse place to work, and they value the richness of the different nationalities and cultures represented at the company. We learned though that many women feel that they have fewer opportunities to grow and develop and we want to address this and review the data provided to understand how we can make improvements.

Our latest report shows that our mean pay gap has remained similar to the previous year at 19.2%, while the median pay gap has been reduced to 20.6% (from 21.2% in 2020). What this says is that, overall, the rates of pay of women compared to men is improving. We also saw 15% of our female employees promoted in the year to 5 April 2021, compared to 8% of our male employees. Like many technology businesses, we have been challenged to attract women into the company, and into positions in engineering, business development and sales positions, and senior management in particular.

In short, we are making progress and we know we must do more and are committed to doing it. Decency, fairness and building the strongest possible company require nothing less. The full report gives readers an understanding of where we have done well, where we have fallen short, and the actions we are taking to improve.