Fivetran Data Pipeline Limited

·Gender Pay Gap Report (Snapshot date: 30 June 2025)

·Background

·The Employment Equality Act 1998 (Section 20A) (Gender Pay Gap Information) Regulations 2025 ("the Regulations") in Ireland requires that employers with 50 or more employees analyse and publish data showing their gender pay gap across certain prescribed metrics for hourly and bonus pay. 2025 is the first year that Fivetran Data Pipeline Limited ("Fivetran Ireland") has been required to report our gender pay gap figures for Ireland. In this report, we set out the median and mean (average) pay gaps between male and female hourly pay and variable compensation (e.g. sales commission, corporate bonus or any other bonus payments), and the percentage of males and females receiving benefits in kind.

·Pay gap reporting examines the average difference in earnings between all men and all women in the Ireland workforce. It does not differentiate or control for differences based on factors such as having the same job or performing work of equal value, level, or work history, therefore this pay gap data does not provide a complete representation of pay equity. Compensation at Fivetran is driven by our core values and our compensation philosophy, which includes providing competitive pay by job set to the local labour market. We pay all people based on the knowledge, skills and experience they bring to the table regardless of race, gender or other protected issues.

·This report takes a snap shot date of 30 June 2025 and analyses pay over the preceding 12-month period. All Fivetran Ireland employees on the snapshot date worked on a full-time basis.

·As of the snapshot date, we employed 78 employees for the purposes of the Irish Regulations. Of these employees 45 identified as male and 33 identified as female, making up 58% and 42% of the workforce, respectively.

·Gender Pay Gap Information

·Understanding our pay gap

·While we have several very senior female employees in Fivetran Ireland, the data indicates that there is an under-representation of females in the upper and upper middle pay quartiles. This contributes to the gender pay gap identified here.

·This pattern of male/female distribution is common in technology companies and, to some extent, reflects the structural distribution of the STEM workforce where fewer women occupy senior technical and leadership roles. Nonetheless, we seek to have women represented in our recruiting process and to be considered for promotion into senior roles. We will continue to take positive steps to support female employees for future senior roles, for example through our Women in Leadership program, Women+ ERG and the Global Paid Parental Leave Program, which helps retain women in the workforce. This Program also provides enhanced parental leave for male employees, contributing to a more equitable division of caregiving responsibilities and supporting women to remain in employment during early parenthood.

·The Ireland Regulations require companies to report on the ordinary pay of employees, including those on maternity leave. We top up statutory maternity pay through the Global Paid Parental Leave benefit, but where an employee has exhausted this benefit and remains on unpaid maternity leave, we are still required to include that employee's data in the months they were on unpaid leave. This means that an employee on unpaid maternity leave reduces female hourly pay data, which in turn impacts the overall mean gender pay figure.

·More females than males earned a bonus during the reporting period, and the mean and median bonus pay gap is strongly in favour of females (25% and 67% respectively). While this appears positive from a gender pay gap perspective, these data points are likely a result of a small sample size within our bonus-eligible roles. Based on our internal analysis, we see parity between male and female employees for total compensation once adjusted for job and level.

·To address the gap identified in this analysis, we will focus on continuing to ensure that our recruitment processes and compensation philosophy operate without reference to candidate or employee gender and build upon career development initiatives with an aim of preparing females for higher levels within Fivetran. We will continue to apply our merit budgets formulaically for all roles, which only takes into account performance and position in pay range. In addition, our bonus/incentive plans will continue to be designed to fit the market profile for the role and level, applied and calculated consistently based on pre-defined performance measures. These programs do not include management discretion and enable equitable application of our budgets in our plan design, regardless of gender.