Gender pay gap reporting in the UK

Euroclear publishes information on its gender pay gap in line with the regulation for gender pay gap reporting for UK companies.

As a group, Euroclear continues to monitor its gender pay gap as part of its on-going commitment to its Employee Diversity & Inclusion (D&I) and Wellbeing strategies. These strategies aim at helping create an environment where all employees feel valued, respected and fully engaged to contribute to our future success; regardless of gender, ethnicity, age, sexual orientation, religion or disability.

Euroclear is committed to continuing to take positive steps to equalise any gender-based pay gaps identified by the annual pay review processes adopted by the company across all its locations and companies.

This report shows information for our legal entities in the UK: Euroclear UK & Ireland Limited and Euroclear S.A.-UK in 2017. 

Gender pay and bonus gap in the UK

Data based on hourly pay rates (salaries) and bonus payments paid to men and women in 2017




Gender pay gap   



Gender bonus gap 



Comparison data for gender pay gap in UK financial services industry*         



*As calculated by Staffmetrix (based on information logged by companies on the UK government's website)

Proportion of Euroclear employees receiving a bonus
Proportion of Euroclear employees receiving a bonus
Proportion of Euroclear employees per pay quartiles
Proportion of Euroclear employees per pay quartiles

Equal pay for equivalent jobs

Euroclear’s remuneration philosophy is based on the principle of equal pay for equivalent jobs. Our remuneration practices have been built on, and are driven by a gender-neutral approach. We deploy a series of controls ensuring that performance ratings, bonus and salary decisions are fairly and consistently applied during the annual compensation review process.

The representative data below indicates a level of parity of average salaries of men and women when assessed by each of the internal functional levels of the hierarchy at Euroclear in the UK.

Note that for level 1, the sample size (three employees) is not representative enough to draw conclusions. 


Average slavery ratio
Ratio: average salary women to average salary men
Average renumeration ratio
Ratio: average remuneration women to average remuneration men

I confirm that the data reported is accurate.

John Trundle, CEO Euroclear UK & Ireland