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At Fastmarkets, we are committed to building a diverse and inclusive workplace where every colleague feels valued, supported and able to thrive. Our culture is grounded in respect, fairness and the belief that people perform at their best when they can bring their authentic selves to work across race, gender identity, sexual orientation, faith, age and disability.
The gender pay gap reflects the distribution of men and women across roles at Fastmarkets. It is not the same as equal pay, which ensures men and women are paid equally for the same work, something we remain confident we uphold.
Our April 2025 results show both a gender pay gap and a higher bonus gap. This is largely because we currently have fewer women in our most senior roles, where variable pay makes up a significant proportion of total earnings. While this challenge is common across our industry, we are committed to taking sustained action to address it.
We know meaningful progress takes time, and we are investing in the structures and development pathways needed to support greater gender balance in senior positions.
Developing inclusive leaders: Inclusive leadership training is built into our core development programmes. All current and future managers complete our “Behaviours for Diversity to Thrive” workshop, focusing on bias awareness and equitable decision‑making.
Building a speak‑up culture: Active Bystander training is in place across all functions, supporting respectful challenge and shared accountability.
Supporting fair people practices: Through Fastmarkets Academy we offer learning on inclusive communication, psychological safety and respectful workplace behaviours, helping ensure fairness across hiring, performance and progression.
Embedding inclusion: We run a year‑round Diversity, Inclusion and Wellbeing calendar aligned to global awareness moments, offering workshops and learning sessions that promote continuous education.
We are also investing in long-term capability through our management readiness programme designed to build the skills of future managers at Fastmarkets. Importantly, two‑thirds of colleagues who have completed this training to date are women. This is a positive signal for the future and reflects our commitment to strengthening female representation in management roles, where we currently have fewer women.
We remain committed to increasing female representation in senior and higher‑paid roles and to continuing to strengthen our culture of inclusion. Most recently, we have seen a small reduction of around 2% in our gender pay gap. While this is a modest movement and we recognise that gender pay figures can be sensitive to relatively small changes in workforce composition, this shift is a positive step in the right direction.
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