Gender Pay
Gap Report2021

Nomura recognises the value of an inclusive workforce
At Nomura, we are dedicated to building a more inclusiveand diverse work environment, an environment that isreflective of the diversity we see in our communities
and those we serve, and one where our people are
empowered to bring their authentic selves to work.

Mandatory Inclusive Leadership training for all senior
management;

Today we publish our gender pay gap data for 20212022 and though some progress has been made, it isevident that there is still work to be done ahead.

Continued participation in Moving Ahead’s 30% Club
gender-parity focused mentoring programme;

We are aware that simply championing diversity isn’t
enough in order to reach our goals. Diversity is notjust about getting people through the door, but also
what we do with them once they are in. Therefore, it
is imperative that we create an inclusive culture. To
this end, last year we launched a number of direct
measures and initiatives designed to improve ourgender diversity across the organisation.

Diverse hires at senior level by mapping open roles toensure that women candidates are included in shortlists;

Establishing a Diversity, Equity & Inclusion Executive
forum led by our CEO.

Continuing to aspire towards 50% women
representation across our intern and graduate intake;

In addition, we recognise having a better understandingof the diverse backgrounds and identities of ourcolleagues is another crucial factor in building a morediverse and inclusive organisation. At Nomura, in order toensure we provide the support and structure our people
require to succeed, we have invested in capturing andanalysing this data. In Q3 2021, we launched an internal
self-identification education campaign which aims toempower and educate our people on the benefits both individually and as a firm - to them sharing theirbackground & diversity information with us.
The senior management team will continue to integrate
inclusion into the fabric of our culture. This will leadto an increase in the overall gender diversity andrepresentation across the organisation. Whilst weknow this change will take time, we are committed
to ensuring we are “progressing as sustainably andequitably as possible.

Prior to any hiring decision, detailing actions taken toidentify women candidates;

Jonathan Lewis
Group CTO and NEHS CEO

From the initiatives launched, we have seen atransformation in our approach to all aspects ofdiversity, equity and inclusion, enabling us to better
meet and reflect the expectations of both ouremployees and clients.
Some of these measures and initiatives include:
Continued monthly DEI Dashboard shared with seniorleaders, sharing key figures on attrition, advancement
and leavers, split by gender;

Nomura International plc

1

What is the gender pay gap
and what is equal pay?
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, says that men
and women performing equal work mustreceive equal pay, unless there is a material
reason that justifies a difference.
The gender pay gap is a measure of thedifference between the average earnings ofmen and the average earnings of womenacross an organisation, as a percentage
proportion of the average male earnings.

Gender Pay Gap Report 2021

Our gender pay gap data
Our workforce

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

71.0% men

women

29.0%

Our hourly gender pay gap is:

30.2%

on a meanhourly basis

47.8%

The figures show our overall median and mean gender pay gap based onhourly rates of pay as at 4 April, 2021.

Our median and mean bonus gap is:

50.0% median

mean

72.7%

The figures show the median and mean difference between bonuses paid tomen and women in the 12 months to 4 April, 2021.

The proportion of men and women receiving a bonus:

96.5% menwomen

93.9%

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

47.5 %women

Lower quartile

Pay and bonus gap
on a medianhourly basis52.5 %men

YoY change: -7.8%

31.9 %women

68.1 %men
Lower middle quartile

YoY change: +0.8%

79.1 %men

20.9 %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 than
250 employees.

YoY change: -0.1%

14.2 %women

85.8 %men
Top quartile

YoY change: +1.6%

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 payquartile. At the same time, there are more women in the lower
middle pay quartile showing the movement up the quartiles on aYoY basis.

2Gender Pay Gap Report 2021

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:

Inclusive Recruitment training for all hiring managers
delivered by diversity, equity and inclusion specialistsPearn Kandola
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 ourhomepage and throughout the application process
Prior to hire approval, detailed actions taken to identify
women candidates and reason for final candidate to beprovidedContinue efforts to attain 50% women representation inintern and full-time graduate class numbers

Retain:

Continued 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 levelsto 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

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

Advance:3

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 andadvancement

Gender Pay Gap Report 2021

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 are:Nomura International plc

4Gender Pay Gap Report 2021

Nomura International plc
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