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 UK & International
This report shows information for our legal entity Euroclear UK & International Limited in 2025.
Link to the Euroclear SA/NV London Branch report
Euroclear UK and International (EUI) reports a narrowing in both its mean and median pay gaps this year. The mean pay gap reduced by 9.2% to 11.9%, and the median pay gap decreased by 6.5% to 13.1%. This continues the positive trend seen in previous years.
The proportion of women working in EUI remained stable at 36.4%, however, our pay gaps were positively influenced by strong internal progression for women and a higher proportion of female joiners into senior roles which is reflected in a 9% increase in female representation in the upper pay quartile.
The mean bonus gap decreased to 21.8%, its lowest level since 2020. The median bonus gap increased, reflecting the variability typical in smaller populations and the continuing impact of higher male representation in senior roles, combined with factors such as fewer working hours through maternity leave and part‑time working, which affect bonus payments.
We are pleased to report that as of 2026 female representation on both the EUI Board (50%) and the EUI Management Committee (40%) continues to be strong.
EUI’s population remains small (195 employees in this data set), meaning that changes in joiners, leavers and internal movements can have a disproportionate impact on the year‑to‑year results. However, the overall trend continues to be positive, with structural shifts increasingly supporting greater gender balance in senior roles.
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.
