2Excel Aviation Statement on Gender Pay Gap

2Excel (Holdings) Ltd is a holding company for the 2Excel Aviation Ltd group of companies. On 16th April 2024, 2Excel Group Ltd was created which incorporates 2Excel (Holdings) Ltd, along with its subsidiaries, and 2Excel Engineering Ltd. This change took place after our snapshot date of 5th April 2024, so for 2024 our Gender Pay Gap report is analysing data from 2Excel (Holdings) Ltd only. From next year, our analysis will be carried out at Group level and include all employees in the Group.

We are an aerospace services company split into four main revenue generating areas:

Special Missions

Provides cutting-edge contract air services including market leading aerial dispersant services globally and, nationally, Search & Rescue, surveillance and on scene control.

Charter

Provides impeccable air travel in Britain, Europe and beyond and keeps Support at readiness for Special Missions’ availability contracts.

Capability Development

Gets our customers’ and our own ideas airborne safely, compliantly, usefully, quickly, affordably and sustainably.

Insight

Turns remotely sensed data into actionable insight to address real world challenges at national scale.

Legislation requires all employers in the UK with 250 or more employees to report figures based on statutory calculations. This is our third Gender Pay Gap report. It provides a snapshot view of the gap in earnings between all our female and all our male colleagues on 5th April 2024, irrespective of their role, department or seniority.

At the snapshot date we had 355 employees. We have analysed the data of the 319 colleagues who were eligible to be included as per the legislative guidelines.

We are delighted to report our mean Gender Pay Gap reduced by 8.4% to 30.4% (down from 38.8% in 2023), and our median Gender Pay Gap reduced by 7.1% to 31.9% (down from 39% in 2023). Despite these significant drops, our gap continues to be above the national average, primarily because 2Excel has a higher proportion of male staff (72%) than the national average. This gender imbalance reflects the aviation sector in which we operate which, historically, has been populated predominantly by males. Consequently, it will take decades for numerical gender parity to be achieved but it is pleasing to see our gap is moving in the right direction this year.

Our Gender Pay Gap is also influenced by the higher salaries of our aircraft captains, engineers and Company Directors. These are in line with market forces and are predominantly filled by our experienced male colleagues.

Nevertheless, we are confident that our Gender Pay Gap is not an equal pay issue. 2Excel pay is based on the role carried out and is equal regardless of gender. Our transparent salary scales mean that males and females carrying out the same job are paid the same salary. Our equal pay imbalance is 0%.

In 2022 our Gender Bonus Gap was 0% because we had paid a flat rate to all eligible employees. In FY 2023, we did not pay a bonus. Within the 12 months ending on our snapshot date in 2024, we paid bonuses via our Employee Ownership Trust which were calculated as a % of eligible employees’ pay. Based on our relevant employees on the snapshot date, 61% of females and 63% of males received a bonus under this scheme. To be eligible, employees needed to have 6 months service at the point of award. Our Mean Gender Pay Gap for Bonus Pay was 34.4%. Our Median Gender Pay Gap for Bonus Pay was 7.7%.

Special Missions

Charter

Capability Development

Insight

Percentage of men and women in each hourly pay quarter

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