Gender Pay Gap Report

United Kingdom

5 April 2018

Gender Pay Gap Report

At United Airlines, we remain focused on championing diversity and inclusion throughout our business. We’re committed to creating a workplace where everyone feels valued and is empowered to fulfill their full potential and where different perspectives are embraced. This is core to how we do business. We are now in the second year of publishing our gender pay gap figures and the results reflect our dedication to treating diversity and inclusion as a core leadership competency. We believe the data shows that our leaders continue to create a culture where acceptance and appreciation of everyone is the norm, ensuring that each employee is comfortable in the workplace. This is achieved simply through dignity and respect for all.

Observations about our pay gap

• The United Airlines UK median gender pay gap is 4.9%.

• Overall, we continue to have more male employees than female

employees.

• We maintain our fair approach to pay which continues to include pay

banding and rigorous pay review processes, to ensure that all our

staff is paid fairly for the work that they do.

Our workforce

• We split our workforce into :

• Above the wing (ATW) staff – for example: customer service and desk staff. In this group, we have more women than men.

• Below the wing (BTW) staff – for example: baggage handling staff. In this group, we have significantly more men than women.

• Line stores and maintenance – this group includes our aircraft engineers. This group is all male. In the UK, more men than women choose to pursue engineering careers and there have been limited opportunities to recruit women into these roles.

• Management and administration – our workforce is quite evenly distributed between women and men.

United Airlines UK

• Hourly rate of pay

• Bonus pay

Median

• 4.9%

• 2.7%

Mean

• 7.6%

• -4.9%

Pay gap and bonus difference between male and female UK employees

*Pay data for all relevant UK employees from the pay period including

5th April 2018 as specified by UK regulations. The pay calculations are

based on full time equivalent adjusted total pay received in the month

of April 2018. Does not include overtime.

United Airlines UK

Proportion of male and female UK employees receiving a bonus

98.5%

Male

96.9%

Female

*The small percentage of both male and female relevant employees that didn’t receive a bonus was due to the fact that they weren’t eligible, as they

were new hires and cannot participate in bonus programmes until they have completed one year of service.

United Airlines UK

58.5%

63.6%

58.5%

78.3%

41.5%

36.4%

41.5%

21.7%

Lower

Lower middle

Upper middle

Upper

Proportion of males and females in each quartile band

M F

United Airlines UK

31%

30%

9%

30%

518 total employees

ATW operations

BTW operations

Line stores and maintenance

Management and administration

0

20

40

60

80

100

120

140

160

ATWoperations

BTWoperations

Line stores andmaintenance

Managementand

administration

M

F

UK employee population gender split by workgroupUK employee population by workgroup

The positive work continues in addressing the gender pay gap

• While we’re proud that our gender pay gap continues to be below the national average, we’re not satisfied with this and know that more can be done to further close the gap.

• We continue to look to support working flexibly as a key enabler to retaining and developing female talent in the business. We support such an arrangement when it’s compatible with responsibilities and won’t compromise customer service or operations. We continue to encourage an open attitude across our business towards flexible solutions to fit with personal circumstances. This makes sure that we continue to see everything from job sharing, to part-time contracts and flexible hours as successful arrangements with United Airlines.

The positive work continues in addressing the gender pay gap

• At United Airlines, we drive diversity and inclusion by developing our leaders, maximizing engagement, attracting and retaining talent as well as increasing brand awareness.

• We’re also seeking to improve participation of female talent in our Stores and Maintenance group (which are all male). The challenge here continues to be more men than women choosing to pursue engineering careers along with limited opportunities to recruit women into these roles. To help address this, we held a “Girls in Aviation Day,” where we brought school-age young women to the airport to demonstrate the different roles open to them, including the Maintenance and Engineering department.

The positive work continues in addressing the gender pay gap

• Prospects to increase female representation at the most senior executive management grades depend on vacancies becoming available and historically, turnover at the senior management level has been very low. However, we continue to support progression and development for all of our talented colleagues through our career development programs.

• Our uImpact Business Resource Group as well as our succession planning and development programs continue, as we support the development of our high potential women for future senior management roles.

Declaration:I confirm that United Airlines, UK gender pay gap calculations are accurate and meet the requirements of the regulations.

Fergal O’ConnorManaging Director - International Finance and Accounting

United Airlines UK

Year-on-year comparison

United Airlines UK Median Mean

2018 2017 2018 2017

Gender pay gap 4.9% 4.3% 7.6% 7.7%

Gender bonus pay gap 2.7% 7.0% -4.9% 1.7%

United Airlines UK Male Female

2018 2017 2018 2017

Proportion of male and

female receiving a bonus

payment

98.5% 98.6% 96.9% 100.0%

United Airlines UK Male Female

Proportion of male and female in each quartile band

2018 2017 2018 2017

Upper 78.3% 76.5% 21.7% 23.5%

Upper middle 58.5% 57.8% 41.5% 42.2%

Lower middle 63.6% 69.6% 36.4% 30.4%

Lower 58.5% 56.5% 41.5% 43.5%