AmazonScience/document-haystack

1Consideration of colleague and stakeholder views2The Committee supports and aims for fairness and transparency 3of remuneration arrangements across the Group, with consistent 4principles underlying both pay for the Executive Directors and 5that for our wider colleague population. To support this, the 6Committee receives regular updates on Group-wide all-colleague 7remuneration arrangements. During the year, this included 8briefings on our UK Gender Pay gap, our ShareSave plan and 9approach to all-employee salary review, including that for our UK 10Retail colleagues.11We have several colleague forums within Entain. These play an 12important role in providing our people with a voice and allow 13them to provide the business with valuable insight and feedback 14on a range of topics, including remuneration. In addition, Virginia 15McDowell, in her role as Designated Workforce Director, provides 16the Committee with updates on colleague views on remuneration. 17Through the Board, the Committee receives valuable insight 18as to general colleague views including those on remuneration 19including feedback from our global ‘Your Voice’ survey which will 20be running in January 2024. See page 64 for more detail on our 21Board Engagement activities.22Along with Virginia, Rahul Welde, a member of the Remuneration 23Committee, participated in Entain’s Global Engagement 24Conference and our Employee Forum AGM, both held virtually 25in January 2024. These events brought together colleague 26representatives from across the Group and gave them the 27opportunity to engage with Virginia and Rahul on a wide range 28of topics. As with the similar meetings held in previous years, 29an open dialogue was had and our colleague representatives 30provided very informative input on their experiences and 31suggestions. The Committee members are grateful for the 32ongoing active participation of these colleagues and the insights 33received and thank them for their input.34All-employee remuneration and actions in response to cost-35of-living pressures36The Committee is mindful of Entain’s responsibility as an 37employer and the focus on this is heightened in the current 38difficult economic environment which continues to be 39experienced by our colleagues all over the world. The Committee 40was pleased that we were able to implement several all-41colleague remuneration initiatives during 2023:42 Budgets were set for our 2024 annual salary review taking into 43account the current inflationary context being experienced by 44our colleagues globally. As a result, salary review budgets of 45between 3.5% and 7.0% were approved, depending on local 46market conditions. 47 Noting that the position is somewhat different for our hourly 48paid colleagues in UK Retail and Stadia, with effect from 491 January 2024, their minimum hourly rate of pay has been 50increased by 8.3% to £11.80 (from £10.90).51 All of our colleagues have the opportunity to share in the value 52they create. A third cycle of our all-employee ShareSave plan 53was launched in April 2023 to colleagues in 25 countries. 5415% of our people elected to participate, giving them the 55opportunity to purchase Entain shares at an option price of 56£10.08. We intend to offer ShareSave again in 2024.57All of these initiatives acknowledge the importance of our 58colleagues in delivering the Group’s objectives, and the 59Committee looks forward to continuing the dialogue with our 60people in the coming year.61Entain plc Annual Report 2023126621 Overview 8 Strategic report 88 Governance 140 Financial statements63Directors’ Remuneration 64Report