With more than 110,000 employees working in 51 countries and jurisdictions and representing 159 nationalities, we have the global presence, experience and range of business activities to have real impact on a global – and local – scale.

Our workforce in a nutshell1,2

Infographic with key employee data for 2024

This infographic shows that UBS has 110,323 employees by headcount. 59% of our employee workforce is male, and 41% is female. 18% are under age 30, 61% are between age 30-50 and 22% are over age 50. 32% of our workforce is located in Switzerland, 23% in the Americas, 24% in Asia Pacific and 20% in EMEA. Our employees come from 51 countries and jurisdictions, and 159 nationalities, they speak 166 languages and have 9 years of service, on average. All data was calculated as of 31 December 2024 on a headcount basis of 110,323 internal employees only (108,648 FTE). The number of external staff as of 31 December 2024 was approximately 20,335 (workforce count). Gender data is self-reported in HR systems and does not include those who have chosen not to disclose as a male or female employee.

Want to know more?

Our 2024 Sustainability Report details workforce composition, people management priorities and relevant processes, and a supplement contains additional workforce data. Have a look at the “People and culture make the difference” chapter in the main report and “Workforce by the numbers” in the supplement.

Recommended reading

Diversity, equity and inclusion

colleagues reviewing solutions on an iPad

We are committed to being a diverse and inclusive workplace based on meritocracy and aim to build a culture of belonging, where all employees are recognized and valued, and where everyone can be successful and thrive. At UBS, we aim to hire and retain the best people for the right roles, to deliver for our clients, our businesses, our shareholders and the communities we serve. In order to achieve this, we have a diverse workforce with a variety of skills, experiences and backgrounds that reflects the diversity of our clients to serve them at our best. It is also critically important to us that we respect an environment where all our employees are treated fairly and able to reach their potential. In every location in which we operate, we continue to act in accordance with the current law and regulations and will monitor any changes to ensure we remain consistent.

Our workforce inclusion strategy is built on four pillars: transparency, hiring, developing and belonging. We leverage these four pillars to help support our entire workforce across a variety of personal characteristics including, but not limited to, gender, culture, race, ethnicity, sexual orientation and identity, disability, family, veteran status, and generations, to create an inclusive culture for everyone.

Ensuring employees have a voice

Our employees want to be heard, and they’re actively involved in shaping their daily experience. We provide opportunities throughout the year to give feedback in large-group and targeted surveys, along with virtual focus groups, and to connect with management on topics such as strategic alignment, employee engagement, well-being, our work environment and line manager effectiveness. Our 2024 Group-wide survey, for example, assessed cultural-health indicators such as line manager effectiveness and employee engagement. An 83% engagement score in that survey confirmed that our employees continue to recommend us as an employer, and, in fact, our scores were above the financial services benchmark.1

We use formal and informal employee input to continuously improve our people-management processes and to focus on topics that matter to employees.

1 Benchmarks provided by Ipsos Karian and Box as of Q3 2024

Woman speaking at a podium

Did you know?

“We want employees to build long and satisfying careers in our firm and managers to support both individual development and career growth. In 2024, 53% of all roles were filled by internal candidates.”

Focusing on impact and outcome

We’re proud of our high-performing culture and have made sure our performance management approach supports it. Our objective-setting process, for example, aligns employees with the firm’s priorities, and we assess both performance and behavior, because we value what an employee accomplishes and how our behaviors – accountability with integrity, collaboration and innovation – are demonstrated. An embedded feedback app makes it easy for employees to give and receive feedback in real time throughout the year. The impact on our culture is significant – in 2024 alone, more than 371,000 instances of feedback were given across the entire firm.

Our pay practices are designed to ensure that employees are appropriately rewarded for their contribution. We pay for performance, and we take pay equity seriously. We also aim to ensure all employees are paid at least a living wage and regularly assess salaries against local living wages. See the UBS Compensation Report 2024 for more information.

Older lady chairing a meeting in an office

See the UBS Sustainability Report 2024 for more information about our workplace and benefits like parental leave, and UBS Careers for more about life at UBS.