Investor Presentaiton

BOOHOO GROUP PLC ENVIRONMENTAL, SOCIAL AND GOVERNANCE REPORT CONTINUED ANNUAL REPORT AND ACCOUNTS 2021 / STRATEGIC REPORT PEOPLE INTRODUCTION People are at the very heart of everything we do here at the boohoo group. It is vital for boohoo's growth and success that we maintain focus on the development and wellbeing of our colleagues. We want to continue to create a supportive environment where our colleagues feel energised, motivated and valued. We have developed an outstanding reward and benefits framework where, irrespective of role, all our colleagues can share in the success of boohoo's incredible growth. We focus on listening to our teams to always understand what matters most to them. We offer an inclusive and diverse working environment, where we make people feel respected and valued for who they are as individuals. Our colleagues continue to have a voice through our ever-evolving listening and engagement forums. We offer a strong learning and development experience with online training, check ins and webinars delivered throughout the past 12 months. SENIOR ROLES HELD BY WOMEN 41% DIVERSITY AND INCLUSION Creating a working environment that is free from discrimination and harassment, and where everyone can be heard is essential if we are to operate in an inclusive workplace. This year, we took part in National Inclusion Week with the theme being 'Each One Reach One'. Various activities were held throughout a week in October to celebrate each other's uniqueness and to also share and promote inspiring inclusion practices and ideas across the business. Also, in the autumn of 2020, a D&I steering group was formed to ensure that all areas and brands within the business are represented. The group meet six times a year to discuss group strategy and initiatives. A charter was developed and suggestions are brought to life and embedded by each of our working groups, ensuring each brand keeps their own distinct personality while operating as one business. One of the immediate actions has been to begin to collect demographic data from everyone to inform our future strategy. This is a sensitive topic and so, with the support of colleagues from across the business, a short video was produced explaining why this is important. A comprehensive guide was also produced with information on how to submit demographic data via our people system. We will continue to support an inclusive and diverse workforce by sustaining momentum through our designated groups. GENDER PAY AND DIVERSITY We encourage diversity in the workforce: at the -end, the year- percentage of males was 46% (2020: 42%) and females 54% (2020: 58%), with 41% (2020: 45%) of our senior management positions held by women. NUMBER OF EMPLOYEES OF EACH GENDER AT THE YEAR-END Directors of the parent company Senior managers Other employees Male Female 7 1 43 30 1,621 1,671 1,919 1,950 Our gender pay gap data for the group, prepared up to March 2020, showed females were paid 4.1% more than males, using the median results, and males were paid 6.2% more than females, using mean results (male average pay being the higher due to a greater proportion of males in the most senior roles), which is significantly below the national average as reported by ONS. OPERATIONS Colleague safety and wellbeing remains our number one priority, and we have all worked tirelessly during the pandemic to support colleagues in our distribution centres and offices. We have teams of COVID-19 marshals who review our processes daily, keeping wellbeing at the top of the agenda. We invested in various measures (including temperature scanners and lateral flow test centres) across all offices and distribution centres to ensure we are keeping our colleagues, their families and our local communities safe. Our international customer services team, who were based at Burnley, have experienced a complete change of working environment. At the start of the pandemic, they transitioned to work from home and they are just as effective working remotely. Colleagues are kept informed and engaged through new online learning modules and a mental health support package, which are facilitating the change from a busy office environment to working remotely. HEALTH, WELLBEING AND ENGAGEMENT ACTIVITIES We take the health and wellbeing of our colleagues very seriously and place a huge importance on supporting teams to navigate their busy lives and critically their mental and physical health. The people team are trained mental health first aiders and work with managers to provide guidance to anyone that needs some additional wellbeing support. We also focus on days that raise awareness of issues that matter to our boohoo family. These days give us the perfect chance to bring vital conversations to the forefront and get people talking about topics beyond the immediate working day. Some of the wellbeing areas we highlighted in 2020 included breast cancer screening and mental health (through the charity, CALM). Across the group, we now have digital wellness hubs for all our colleagues, which provide articles, videos, hints and tips on how to improve wellbeing in a specific area of their world. Alongside our healthcare app MediCash, sits our Employee Assistance Programme. This service allows our colleagues to access around-the-clock support and high-quality advice from experts on health and wellbeing. DRIVING EMPLOYEE ENGAGEMENT WITHIN OUR FAMILY group This s year, all our employees across the were invited to participate in a Wellbeing and Engagement survey, which allows us to measure wellbeing and engagement levels and identify ways to improve how we do things. This year, 57% of colleagues participated in survey across all brands and locations and over 75% of employees see themselves working for the o in 12 months' time. survey group The confirmed that we have an engaged workforce, our colleagues feel valued and respected, they know what's expected of them in their role and they also have the right tools to do their role effectively. This survey has also drawn out great results in the Diversity and Inclusion space, with 85% of colleagues who participated in the survey saying their manager has a focus on Diversity and Inclusion, and 81% would feel comfortable raising concerns around D&I, bullying or unfair treatment. BOOHOOFAMILY INSTA To improve communication and engagement, the boohoofamily Instagram platform was introduced in 2019. This allows us to share colleague stories on any engagement activities and also to showcase what it's like to be part of boohoo This continues to be group. very successful, uniting our global locations and providing an insight into all the different aspects of working at the boohoo group. We now have circa 6,000 followers up from 3,000 followers this time last year. PLTHQ ON INSTAGRAM Our PLTHQ account on Instagram is one of our crucial tools to engage with colleagues and external audiences across the globe. The account acts as a showreel to highlight what it's really like to work at PrettyLittleThing (PLT') and gives us a platform to interact with our wide following from a people perspective. We post our live vacancies, host all our famous competitions, shout about important causes we are supporting, and promoting our wellbeing activity that we are hosting at our Manchester HQ. YOUR VOICE Your Voice started back in 2014 and it is a two-way communications channel where colleagues can share their ideas and suggestions with the leadership team. The group supports on all decisions from policy work to events to health and safety matters across our sites and truly enables our colleagues to feel listened to and to have a voice in the business. REWARD AND BENEFITS From our very early days, supporting the growth and retention of talent has been central to our success. We pride ourselves on our competitive total reward package, and especially the opportunity every colleague receives to join in our incredible success by making regular savings into our SAYE share save scheme. We also like to recognise the contribution each and every one of us makes by gifting every colleague a free number of shares each year in our SIP scheme. We offer a great range of benefits for our colleagues to enjoy, such as staff discount across our rapidly growing brands, annual incentive schemes, life assurance and health and wellbeing benefits, as well as free gym access and classes. We aim to be a leader in our field and we continue to evolve and improve our offering to make sure we find and retain the very best people. LEARNING AND DEVELOPMENT We are committed to developing our boohoo family in our own distinct way, promoting a culture that supports, develops and challenges us to deliver success. We champion microlearning and training on demand, which really fit with the fast-paced world of fashion. Our learning offer provides webinars, access to coaching and support to all our colleagues and leadership. At PLT, we quickly pivoted our face-to-face training to online during the pandemic with a brand new learning offer tailored to responding to the 'new normal' with initiatives like virtual check ins and a fresh collection of new webinars with titles like 'Building resilience in uncertainty' and 'Being a remote leader'. Across Operations and PLT, we have pioneered a fresh approach to training by rolling out a coaching programme across the business. This approach really shifted the perception that training only happens in the classroom. SUMMARY With the backdrop of a global pandemic our customers have demanded more from us than ever before. The continued commitment and support from our colleagues has allowed us to step up and deliver exceptional results in an extraordinarily challenging year. Our colleagues are our strongest asset, and we will always strive to support them to grow, develop and thrive within our boohoo family. On behalf of the board John Lyttle 4 May 2021 Neil Catto 4 May 2021 48 49