Genpact UK Gender Pay Gap Report

It’s important to understand why this pay gap exists at Genpact UK in the �rst place. The core reason is that we have more men in senior roles than we have women and we have more women in junior roles than we have men. This means, more men than women are in higher paying jobs and more women than men are in lower paying jobs. The gap exists because these men and women are doing very di�erent jobs, it does not mean that men are paid more or women are paid less for the same type of work.

The gap is because we have less women in senior jobs and not because we pay women less for the same type of work.

We mostly employ senior sales and consulting professionals in our UK office, who are in large majority male. These roles are

highly paid.

Employees in senior sales and consulting roles are eligible to receive the highest bonuses in Genpact UK. We have more men in these roles than

we do women, and this fact is driving the bonus pay gap.

Our women colleagues in the UK work predominately in

support functions and specialist roles. These roles are not as

highly paid as the senior roles.

Hourly pay gap

Quartile Pay Bands

Percentage receiving bonus

Pay band A Pay band B Pay band C Pay band D

49.3% | 50.7% 21.4% | 78.6%22.9% | 77.1%

14.3% | 85.7%

The figure above shows the distribution between male and female colleagues in various pay bands, based on UK government methodology of establishing the bands. These pay bands are not the same as internal banding system Genpact has in the UK and globally, as these 4 bands were established according to the provisions of the law.Genpact is a meritocracy, and we believe that we pay and reward our employees fairly and equally in relation to the role, skills, experience and performance.

Fewer women colleagues receive bonus as they occupy roles which are not eligible for a bonus payout. These are mainly associate and specialist roles. These numbers explain the bonus gap and why fewer women are eligible for a bonus.• Total # employees in scope: 281 • Female employees: 76 • Our Vice President and above roles have 17% women employed• Our Assistant Vice President roles have 22% women employed63.9%53.8%

Genpact appreciates the e�ort by the UK government and is committed to the journey of having a gender balanced workforce, in the UK and across its global locations.

43.5%About GenpactGenpact (NYSE: G) is a global professional services firm that makes business transformation real. We drive digital-led innovation and digitally-enabled intelligent operations for our clients, guided by our experience running thousands of processes for hundreds of Global Fortune 500 companies. We think with design, dream in digital, and solve problems with data and analytics. We obsess over operations and focus on the details – all 78,000+ of us. From New York to New Delhi and more than 20 countries in between, Genpact has the end-to-end expertise to connect every dot, reimagine every process, and reinvent companies’ ways of working.

Genpact in the UKOur Genpact UK entity was set up originally as a sales office. At the time of this exercise (April 5, 2017), we had 281 eligible employees, as defined by the reporting regulation, out of which 27% were female employees (76 women). The female population in this office is lower than our global female workforce, which stands at 39%, as this office employs mainly senior global leaders and large teams of sales and consulting professionals that historically attract more men than women. Genpact’s UK employee base is a very small subset of our global employee population. In recent years, we have taken proactive steps to attract more women into our UK organisation and especially in our salesforce, but we recognise that we still have work to do to address this imbalance.

31.1%

Mean Median

Bonus pay gap

54.6%66.7%

Mean Median

Genpact’s Diversity and Inclusion Initiatives Our analysis shows that gender pay gap is a consequence of low gender diversity in senior roles within the company, a reality which we encounter also outside UK. We started a global journey in 2012 to build a diverse and inclusive environment that is conducive to women’s growth and provides them with equal and fair opportunities to build successful careers. Encouraged by the success of these initiatives, we believe there is merit in driving these with a special focus in the UK. Some notable initiatives that we have undertaken as part of our larger agenda to drive gender diversity include the following:

Attracting diverse talent especially at the mid to senior levels is a critical priority for us. Toward this end, our flagship initiative, Career 2.0, proactively seeks an often-overlooked segment of the corporate talent pool: women with strong experience who have been on sabbatical or on a career break.

Developing women leaders by ensuring diversity in all our leadership development programs and organizing networking forums to engage with leaders both inside and outside Genpact. In 2015, we launched the Genpact Centre for Women’s Leadership, a unique academia-industry partnership to drive gender-inclusive growth with a vision to create a balanced distribution of income, resources and decision-making powers across sectors.

Creating a supportive and safe ecosystem by introducing flexi-work policies and providing the right systems and infrastructure to enable this as well as by driving sensitization by rigorously mandating unconscious bias training for all our managers. We practice zero tolerance towards harassment of women with stringent policies in accordance with the law.

We ensure40% gender

diversity for our Global Leadership Development

(GLD) programs

92% deploymentrate in our Returning

Moms program

76 client-led networking forums

conducted engaging826 employees

till date

Our unconscious bias training has been

completed by21,000 Band 4+

employees

Flexible working & working

environment

Genpact’s Diversityand Inclusion Initiatives To ensure that Genpact is leveraging all available best practices to help build an even more gender inclusive workforce, we partner globally with leading organizations such as Catalyst, the Center for Talent Innovation (CTI), The Conference Board, and the National Center for Women and Information Technology (NCWIT). Our President & CEO Tiger Tyagarajan is a founding member of the US chapter of the 30% Club, a global group of business leaders across industries, working together to achieve better gender balance at all levels of organization, including boards. He also serves on the boards of CTI and Catalyst and frequently writes and speaks about gender diversity, about which he is extremely passionate. In recognition of several of these efforts, we have won the Noon Award at the Gender Equality and Diversity Conference in London in 2015 and have been recognized at Catalyst events, the Gender Equality and Diversity Conference in London, and the ATD Excellence in Practice Awards for Diversity and Inclusion.

We will continue to work with our Diversity and Inclusive committee to continue to improve our current practices, as well as develop new ways in which we can attract, retain and develop women.

I con�rm the data reported is accurate

Ahmed MazhariChief Growth O�cer