Gender Pay Gap Statement 2024 – Fidessa Trading UK Limited

As part of our commitment to promoting diversity, equity, and inclusion, Fidessa Trading UK Limited (the “Company”) is dedicated to providing a fair and supportive workplace for all employees, regardless of gender. We recognize that addressing the gender pay gap is an ongoing process that requires both transparency and accountability.

In 2024, Fidessa workforce comprised of 80.5% men and 19.5% women. The Company continues to see a higher percentage of male employees within the organization, particularly in senior and technical roles, which contribute to the overall gender pay gap. This imbalance is a reflection of industry-wide trends within the financial technology sector, where there is a historical underrepresentation of women in technology and leadership positions. We remain committed to focusing our efforts on creating pathways for women to progress into senior roles, ensuring equal opportunities for growth, and fostering a more balanced leadership structure within the company.

Our commitment in action

Building and Nurturing an Inclusive Culture: We are actively developing our Inclusion and Empower Hour initiatives, which aim to raise awareness and engagement around diversity and inclusion. Empower Hour specifically focuses on women’s professional growth, empowerment, and advancement. It also serves as a forum for discussing and sharing best practices, challenges, and solutions related to gender and professional development.

Gender Diversity Awareness: We have incorporated unconscious bias training into our annual training agenda to promote a more inclusive culture. This initiative helps employees at all levels recognize the importance of diversity and inclusion in driving business success. Additionally, it ensures that unconscious bias is eliminated from decisions related to hiring, promotions, and pay reviews.

Parent and Family support: We have recently launched a support program for mothers and mothers-to-be, alongside reviewing and updating our maternity and paternity leave policies. We are particularly proud of our shared parental leave policy, which reflects our commitment to supporting all parents. Additionally, we have introduced flexible working options, including remote work and flexible/reduced hours, to help employees balance their personal and professional responsibilities.

Development opportunities and study sponsorship: We are committed to investing in the professional growth of our employees through study sponsorship programs and executive coaching sessions. Our focus is to provide continuous opportunities for skill enhancement, empowering employees to take charge of their own success. Our goal is to support mastery of current roles, facilitate promotions, and enable transfers to new or different positions, ensuring ongoing career development and growth.

Compensation and benefits: We are focused on monitoring compensation to ensure pay equality across the Company. Our efforts to attract and retain diverse talent are reflected in our continuous review of benefits offerings, including recent improvements to maternity and paternity leave pay. To address any gender-based pay discrepancies, we conduct regular internal pay audits. Additionally, we engage with employees regularly to gather feedback on their experiences and perceptions of pay equality. Any emerging pay gaps are actively addressed to maintain equity at all levels of the organization.

Overview of Gender Pay Gap 2024

While the current data highlights areas for improvement, we are confident that the actions we are taking will lead to meaningful change, ensuring that all employees are paid fairly for the work they do, regardless of gender. The reduction in the mean gender pay gap and bonus gap since 2023 clearly indicates a positive trend toward equality within the company. Specifically, the 2.8% reduction in the mean gender pay gap shows that we have made progress in addressing the difference in average pay between men and women. Additionally, the 6.8% reduction in the mean gender bonus pay gap suggests significant progress in narrowing the disparity in bonus payments. Lastly, a reduction of 8.1 % suggests that the company has made strides in narrowing the gap in bonus payments between men and woman; this means that women at the mid-level of the Company are now receiving a larger share of bonuses compared to what they were earning before, pointing to positives changes in bonus allocation practices.

While these reductions are encouraging, we acknowledge that the gap still exists. We recognize that increasing female representation, especially in senior and technical roles, is essential to fostering a more balanced and innovative leadership team. Our efforts to improve gender equity will continue to evolve, and we remain committed to creating an environment where all employees have equal opportunities to succeed and reach their full potential.

94.3% of males received a bonus.

87.5% of females received a bonus.

Declaration
We confirm that the information and data reported are accurate and in line with the UK Government’s Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.