Gender Pay
Gap Report2022

Nomura recognises the value of a diverse and inclusive workforce
At Nomura, we are committed to building a more inclusive anddiverse workplace, one which reflects the diverse communities inwhich we operate and where our people have the ability to realise
their full potential.
Today we publish our gender pay gap data for 2021- 2022 andare pleased to report some positive progress. Our average gender
pay gap decreased by 6.8 percentage points to 40.9%.
Whilst that’s encouraging, we understand that it’s not enough tojust champion diversity in order to achieve our diversity goals. We
also need to create an inclusive culture so over the last 12 months
we have introduced several measures that will help transform ourapproach to all aspects of diversity, equity and inclusion, ensuringthat we meet the expectations of our employees and clients.
Some of these initiatives and successes include:
Successes:
Consistently achieving our target of 50:50 graduate hires
Having a well-established and influential Gender Balance Network
Being on track to hit our target of overall female representation of
33% by March 2026 after reaching 31% in 2022
Initiatives:
Continuous focus on equal pay across the bank
Inviting inspirational speakers to explain the importance ofgender balanceChampioning our ‘Returnship’ programme to bring women backinto the workplace following a career break
Setting ourselves a target to increase our senior female
representation to 17% by March 2026, after hitting 15% in 2022
Developing a workforce analytics model that will allow us to use pasttrends to more accurately forecast where we will land in the future
Renewed focus and accountability on each of the divisional leads
to discuss their individual plans and progress
Launching a ‘gender sprint’ to investigate how we can continue toaccelerate progress
Using our membership of the 30% club to mentor women forboard seats and executive roles
It’s also worth noting that we now have an independent
remuneration committee that’s chaired by a senior female
Non-Executive Director. These kinds of governance structures
are important as they are often a trigger for concrete action.
Another critical element of building a more diverse and inclusive
organisation is having a better understanding of the diverse
backgrounds and identities of our colleagues. At Nomura weare investing in capturing and analysing this data, so that we are
better equipped to provide the support and structure people needto succeed Since we last published this report we have increased
our data set from 32% to almost 50%.

Engaging specialist search firms to help diversify our shortlists

Change will take time, but the senior management and I, working
together with you, will continue to incorporate inclusion into ourculture, which will in turn lead to an increase in the overall gender
diversity and representation across our organisation.

Supporting gender balance with a parental transitions programme

Jonathan Lewis

Nomura International plc

What is the gender pay
gap and what is equalpay?
It is important to understand thedifference between the gender pay
gap and equal pay as they are very
different concepts.
Equal pay is about ensuring men andwomen are paid the same for work ofequal value. The equal pay principle,
set out in the Equality Act 2010, saysthat men and women performing
equal work must receive equal pay,unless there is a material reason thatjustifies a difference.
The gender pay gap is a measure of thedifference between the average earningsof men and the average earnings ofwomen across an organisation, as apercentage proportion of the average
male earnings.

Head of EMEA, NEHS CEO & Group CTO

1Gender Pay Gap Report 2022

Our gender pay gap data
Our workforce

Pay quartiles
How many men and women are in eachquarter of the employer’s payroll:

70.5% menwomen

29.5%

Our hourly gender pay gap is:

28.8%

on a meanhourly basis40.9%

The figures show our overall median and mean gender pay gap based onhourly rates of pay as at April, 2022.

Our median and mean bonus gap is:

39.9% median

mean

69.2%

The figures show the median and mean difference between bonuses paid tomen and women in the 12 months to 5 April, 2022.

The proportion of men and women receiving a bonus:

97.3% men

women

97.2%

Equal pay: Aaron and Georgina are both VPs in the Global Markets
division. Georgina overhears Aaron commenting on his year end
compensation and learns that he is paid more than she is. This goesagainst the principles under the Equality Act 2010 as individuals/
groups of workers performing the same or comparable work.
Gender pay gap: As the gender pay gap looks at the broader
difference, irrespective of rank or seniority, it captures any differencesin pay between men and women on a much broader level. So for anorganisation heavily dominated by men in senior roles and women injunior roles, there will be a wider gender pay gap.

Nomura International plc

47.8 %women

Lower quartile

Pay and bonus gap
on a medianhourly basis52.2 %men

YoY change: +0.3%

31.2 %women

68.8 %men
Lower middle quartile

YoY change: -0.7%

78.1 %men

21.9 %women

Upper middle quartile

Our methodology
The gender pay figures shown and theassociated analysis are in respect ofNomura International plc. The reportable
figures have been calculated in line with theapproach and methodology set out under
the gender pay reporting regulations andreflect UK employees only. We have notincluded Nomura Asset Management orInstinet as these companies have less than250 employees.

YoY change: +1.0%

15.7 %women

84.3 %men
Top quartile

YoY change: +1.5%

The figures above reflect the percentage of men and women infour quartile pay bands, by dividing our workforce into four equalparts. Representation of women in the top paid quartile improved
immensely with women now accounting for 14.2% of the top pay
quartile. At the same time, there are more women in the lower
middle pay quartile showing the movement up the quartiles on a
YoY basis.

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Gender Pay Gap Report 2022

Our journey to closing the gap on gender diversity
Here are a number of key initiatives that we have introduced at different stages in theemployee journey to increase representation of women across our businesses.
 Attract:

 Retain: Advance:

We have achieved a gender balance in intern andfull-time graduate class numbers and aim to
maintain thisContinued investment in our women’s development
programmes, including VP Mentoring programmethrough the 30% Club and a new mentoring
programme for women

Educating our employees on existing gender bias andinequality as it affects women inside and outside theworkplace, through our allyship toolkit, “A Guide to
Greater Understanding: Gender”

Invested in inclusive leadership training for senior
managers which spotlights how, as leaders, they
can improve engagement within the workplace andworkplace culture

Continued focus on review of gender-related stats for
women who are eligible for advancement at all levels
to ensure fair and equitable measures are applied topromotion process

Continuation of Inclusion Recognition Programme
which aims to actively engage employees in our new
diversity, equity and inclusion strategy and influence
behaviours and attitudes

Providing all committee members with bias
information

Collaborating with expert search firms to source
women candidates to include on shortlists for any
open positions
Completion of entire candidate recruitment audit byagency, Resource Solutions. Key findings included
review of the representation of diverse talent our
homepage and throughout the application process
Prior to hire approval, detailed actions taken toidentify women candidates and reason for final
candidate to be provided
Continue efforts to attain 50% women representation
in intern and full-time graduate class numbers

Continued investment in our Parental Transitions
support and coaching including mandatory training
for line managers, along with 1:1 coaching for senior
women and shared parental leave.

‘Market mapping’ open roles to ensure women talentpool is fully reflected in all candidate lists

Nomura International plc

Recognizing current promotion candidates at given
opportunities and clarifying the promotion process for
future candidates
Ensuring women are adequately represented on all of
our advancement review committees
Hosting more career management focused events
to support employees in areas such as development
and advancement

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Gender Pay Gap Report 2022

Strengthening diversity, equity and inclusion
Our employee Inclusion Networks are designed to help
build relationships, share ideas, contribute to careerdevelopment and progression, and foster inclusion,
equity and diversity from the ground up.
We also work with a number of external partners tomake our workplace as diverse, inclusive and as open
as possible.
Our partners include:

Nomura International plc

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Gender Pay Gap Report 2022

Nomura International plc
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