Euroclear publishes information on its gender pay gap for 2025 in line with the regulation for gender pay gap reporting for UK companies.
Euroclear UK gender pay gap report, Euroclear SA/NV London Branch
This report shows information for our legal entity in the UK: Euroclear SA/NV London Branch in 2025.
Commentary – Gender Pay Gap reporting 5th April 2026 (April 2025 data)
Euroclear SA/NV, London Branch (ESA) reports a mixed set of results this year, with a widening of the mean pay gap but improvements aspects of the pay gap reporting. The mean pay gap increased by 3.5% to 14.4%. However, the median pay gap narrowed slightly to 15.3%, reflecting positive internal mobility for women.
The mean bonus gap increased to 15%, however, the median bonus gap improved significantly to 12.5%. The improvement in the median bonus gap continues the positive trend observed last year and reflect the impact of women securing a greater share of internal promotions.
Hiring was weighted more heavily towards men, including a number of senior male hires, which contributed to the increase in the mean pay and bonus gaps. The distribution across pay quartiles remained broadly stable, with slight increases in female representation in the highest and lowest quartiles.
As with EUI, ESA London has a relatively small population (315 employees), and the gender pay and bonus gaps remain sensitive to small changes in workforce composition and hiring patterns.
Euroclear's remuneration philosophy is based on the principle of equal pay for equivalent jobs. We have a series of controls to ensure that performance ratings, bonus and salary decisions are fairly and consistently applied during the annual compensation review process.
Adddressing the Gender Pay Gap
While both entities report a combination of improvements and increases across individual measures this year, the overall trend for Euroclear in the UK remains positive, with both entities showing structural movement supporting some long‑term improvements in gender representation.
As in the wider UK Financial Services market, the primary driver of the pay gap at Euroclear continues to be the greater number of men in senior roles compared with women. Euroclear remains committed to sustained and meaningful action to address this imbalance over time. Creating an environment in which all employees can thrive remains central to our DEI strategy, helping us attract and retain talent, foster innovation, enhance decision making and support our long‑term strategic goals.
Since we last reported on our gender pay gap results, we have continued to focus on embedding inclusive recruitment practices, supporting line managers, integrating gender equity into performance calibration, improving demographic data collection, and raising awareness through training and events. Hybrid working continues to support flexibility for colleagues of all genders, and we remain committed to supporting flexible working requests, particularly for those returning from family leave.
Engagement on DEI topics remains high at senior levels, with active involvement from the EUI Board and senior UK managers. Our UK DEI Council and the employee networks advocate on behalf of employees, act as a critical friend to the business and People organisation, and inspire change across a range of diversity dimensions. We have recently restructured our employee networks adding ‘Neuroclear’ to support employees who identify as neurodivergent and a specific Wellbeing network to provide support for mental health, physical and financial wellbeing. We now have the following networks: VOICE (Valuing Identities, Cultures & Ethnicities), Proud, Women’s Empowerment, Neuroclear, Well-Being.
As with others in our industry, progress requires sustained action. Through strengthening inclusive recruitment practices, enhancing data and reporting capability, developing sustainable talent pipelines, and supporting employee networks, we aim to continue improving representation across all levels of the organisation.
Euroclear Group remains committed to DEI as a strategic priority. Diversity, equity and inclusion are embedded into our People Strategy, our ESG commitments, and our Corporate Values. The Group DEI Strategy for 2026 focuses on the development stage of the employee journey, specifically around identifying diverse top talent and facilitating growth; maturing our employee networks; and enhancing our data infrastructure in order to make data led decisions on the disparities that lead to gender imbalance at the senior management level.
