Our Commitment
TP ICAP is committed to building an inclusive place to work, where everyone has an equal opportunity to succeed within our Company. We want to create a workplace that values diversity, supports employee development, and drives positive change in the communities where we operate. By prioritising inclusion, fostering growth opportunities, and making meaningful contributions to society, we aim to build a stronger, more equitable future for all. This commitment reflects our belief that social responsibility is fundamental to long-term business success and aligns with our role as a trusted global partner.
2025 Highlights
In 2025, we piloted an Early Professionals Accord Network to foster belonging, career development and mentorship for employees early in their career. The network will be rolled out to all regions in 2026.
Over the last four years, employee sentiment on inclusion has increased from 66% to 73%.
Women In Finance Charter
At TP ICAP, we are committed to building a diverse and inclusive place to work, where everyone – regardless of their gender, educational background, ethnicity, disability, age or sexual orientation – has an equal opportunity to succeed.
The Women in Finance Charter reflects the UK government’s aspiration to see gender balance at all levels across financial services organisations. TP ICAP signed the Charter in September 2018. At that time, we had 16% senior female representation within the business. Our target was to achieve 25% senior women in the business by 2025, with a midway target of 20% senior women by the end of 2022. At the end of 2025, we have exceeded our target, with 28% of senior management roles held by women.
We will continue to drive progress by executing a series of measures that include:
Recruitment:
- Improving the gender balance of short lists for advertised roles; and
- Investing in our early careers and intern programmes focusing on diverse candidates.
Development:
- Embed proportionality in talent pipelines;
- Review performance ratings for risk of bias;
- Support from our Global Inclusion Council; and
- Assistance from our Employee Accord Networks globally.
Culture.
- Formalising our agile and flexible working arrangements; and
- Increasing the visibility and acceptability of options for all employees with caring and parenting responsibilities.
Gender Pay Gap
As signatories of the Women in Finance charter, we have made a public commitment to increase the representation of women in senior leadership and management roles. As of 2025, we have increased representation of women in senior management roles to 28%, exceeding our target of 25% by the end of 2025.
Our gender pay gap remains material given that we have more men than women in front office broking and senior management roles. Both these roles attract higher rates of pay relative to other positions. This therefore significantly increases average male pay – in the market and at TP ICAP – creating an overall pay and bonus gap.
Increasing the number of women in senior and front office roles across the business is therefore central to closing our Gender Pay Gap over time. To this end, we are focusing our eff orts on three core areas – recruitment, development and culture. In so doing we will build a more diverse and inclusive workforce that will help drive our sustainable growth ambitions.
