UK Gender Pay Gap Statement April 2022

Fidessa Trading UK Limited (the “Company”) is committed to providing equal opportunities in the workplace. We work actively on maintaining an inclusive environment where everyone can reach their full potential.

We encourage our managers to encourage and foster this ethos throughout ION. Our goal is to ensure that everyone is given equal access to profession development resources.

Our workforce consists of 81.7% men and 18.3% women. While we pay men and women who do the same job equally, a gender pay imbalance exists due to the proportion of men and women employed in better paid roles. For example, we have a higher proportion of male employees in senior management positions. Improving the representation of women in senior managerial positions remains a priority for the Company.

This year our median gender pay gap has increased from 9.4% to 11.6%, due to leavers in the year. This is a work in progress, but we believe we’re on the right track and are actively reviewing steps to reduce the gap.


Diversity and Inclusion program: We continue to develop our Diversity and Inclusion program, which is responsible for raising awareness of and engagement with diversity and inclusion. We have also launched a Well at Work group that is focused on our employee’s wellbeing and work life balance.

Employee engagement survey: We are committed to fostering a culture where all employees feel included. We involve our employees in decision-making and listen to their feedback. We have launched an employee engagement survey to gain a better understanding of how our employees feel about the organisational culture, and to identify issues influencing retention. We analyse data by gender to ensure all of our employees’ needs and aspirations are heard and addressed.

Recruitment: We are actively looking for opportunities to engage with a wider pool of candidates – from people with disabilities, to people returning to the workforce after taking a career break.

Development opportunities and study sponsorship: We continue to invest in the professional development of our employees through our study sponsorship schemes. We are committed to delivering an ongoing mechanism to enhance employee skills and knowledge. Our aim is to facilitate mastery of their current jobs, promotions, and transfers to new or different positions. We intend to launch a professional mentorship scheme for our female employees, giving them access to all available development and career progression opportunities that will equip them for more senior roles within the business.

Flexible working: We introduced flexible working practices across several departments with the aim of supporting our employees’ work life balance. We also continue to raise awareness about our shared parental leave, parental leave, and flexible working policies.

Compensation: We will continue to monitor compensation for pay equality.

Mean gender pay gap16%
Median gender pay gap11.6%
Mean gender bonus pay gap45%
Median gender bonus pay gap42.9%


83.4% of males receive a bonus.

71.3% of females receive a bonus.

We confirm the data reported is accurate.