Our 2024-2025 WGEA gender pay gap reflects a lower representation of women in senior roles in our Australia population. This gap measures average pay for all women versus men without adjusting for comparable roles, responsibility, experience or performance, and is not the same as pay equity.
When comparing our organization to others, it's important to note that our reported figures reflect our business mix and include the vesting of incentive deferrals from prior years that may include changes to the instrument value.
We are committed to being an inclusive workplace based on meritocracy, and we aim to build a culture of belonging where all employees are recognized and valued, and where everyone can be successful and thrive. We 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, our global workforce has a variety of skills, experiences and backgrounds that reflect 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 are able to reach their potential.
We pay for performance, and we take pay equity seriously. Across all our locations, we apply the same fair pay standards, reinforced by annual reviews of our approach and policies in line with established equal pay methodologies. As part of our broader approach to paying people fairly, we aim to ensure all employees are paid at least the most recently published living wage.
In 2025, our statistical pay gap analyses reaffirmed that pay differences between male and female employees in similar roles across our core financial hubs remained below 1%, a difference consistent with that for 2024. If we find any gaps not explained by business or by appropriate employee factors such as role, responsibility, experience, performance, or location, we look at the root causes and address them.
Our governance framework enables leaders and employees to deliver the strategy and play a part in delivering an inclusive environment. This guiding principle starts with the oversight and commitment of the GEB and is implemented by leaders across the firm. We leverage communication channels, workplace forums and councils and engagement plans to drive awareness and accountability.
To learn more about UBS’s commitment to an inclusive workplace, please visit our website.
To learn more about our pay for performance philosophy please see our 2025 Annual Report.