Gender Pay
Gap Report2019

Nomura recognises the value of an inclusive workforce
As we publish our gender pay gap data for 20182019, I would like to take this opportunity to sharesome of the new initiatives that we have introduced.
Our gender pay gap data shows a marginal
improvement in the mean hourly rate between maleand female employees, however we recognise
this is still nowhere near good enough. One of thereasons our gender pay gap persists is becauseof an underrepresentation of women in senior
roles throughout the organisation. In parts of theorganisation where women are better represented,
they tend to be in roles that receive lower pay.
Our Board, NEHS Executive Committee andsenior management are committed to reversing
this trend, however it does take time and requires
everyone’s commitment. We want to make Nomura
an increasingly inclusive and balanced organisation,
where everyone is proud to work.
Over the last year, Nomura has introduced a numberof direct measures to address gender balanceacross Global Markets, Investment Banking andCorporate, and has given senior management
individual accountability for achieving these targets.

Nomura International plc

Some of these direct measures to embed and drivechange include: Introducing diversity and inclusion objectives andgender diversity targets for all senior management; Ongoing Inclusive Leadership training for all seniormanagement;
 Diverse hires at senior level by mapping open roles
to ensure that female candidates are included inshortlists;
 Prior to any hiring decision, detailing actions taken to
identify female candidates;
 Continuing to target 50% female representation
across our intern and graduate intake; Launch of a new female employee mentoring
programme.
We all recognise that we still have some way to go to
improve diversity and inclusion, but these increased
measures demonstrate our commitment to improving
the representation of women across our organisation.

What is the gender pay gap
and what is equal pay?
It is important to understand the difference
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 of equalvalue. The equal pay principle, set out inthe Equality Act 2010, says that men andwomen performing equal work must receive
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.

Jonathan Lewis
Group CAO and NEHS CEO

1Gender Pay Gap Report 2019

Our gender pay gap data
Our workforce

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

69.8% men

48.4 %men

women 30.2%Lower quartile

73.2 %men

Pay and bonus gap
Our hourly gender pay gap is:

39.3% onhourlya medianbasis

on a meanhourly basis

47.3%

The figures show our overall median and mean gender pay gap based on hourly
rates of pay as at 5 April, 2019.

53.3% medianmean 66.9%

YoY change: -3.2%

77.2 %men

22.8 %women

Upper middle quartile

YoY change: +2.7%

89.3 %men

10.7 %women

YoY change: +0.6%

Our methodology
The gender pay figures shown and the associated analysis are in respect ofNomura International plc. The reportable figures have been calculated in line withthe approach and methodology set out under the gender pay reporting regulations
and reflect UK employees only. We have not included Nomura Asset Management,
Nomura Alternative Investment Management or Instinet as these companies haveless than 250 employees.

The proportion of men and women receiving a bonus:

Nomura International plc

26.8 %women

The figures above reflect the percentage of men and women in four quartile pay
bands, by dividing our workforce into four equal parts.

These figures show the median and mean difference between bonuses paid to men
and women in the 12 months to 5 April, 2019.

86.0% menYoY change: +1.2%

Lower middle quartile

Top quartile

Our median and mean bonus gap is:

51.6 %women

women 84.5%

2Gender Pay Gap Report 2019

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

Retain:Promote: ‘Market mapping’ open roles to ensure female
talent pool is fully reflected in all candidate lists

 Invested in inclusive leadership training for senior
managers which focuses on workplace culture andhow, as leaders, they can improve engagement

 Women’s Leadership Programme (targeting senior
women), pairs participants with a senior businessmentor whose role is to coach, mentor, guide andadvise

 Engaging specialist search firms to source female
candidates to include on shortlists for any openroles
 Prior to hire approval, provide details on actions
taken to identify female candidates and reason for
final candidate
 Continue to target 50% female representation inintern and full-time graduate class numbers
 Launched Returners programme in IT, targeting
women who have taken a career break and would
like to return to work Launched a Gender Balance Sponsors Programme,
through our Gender Balance Network, which consistsof cross divisional leaders to help us deliver ourgender balance goals
 Revised Inclusion and Respect training for all
employees and new joiners, covering how we allcontribute to creating an inclusive workplace Ensuring there is female representation on all of ouradvancement review committees
 Providing all committee members with unconscious
bias information

 Continued investment in our women’s development
programmes, including VP Mentoring programmethrough the 30% Club and a new female mentoring
programme
 Continued investment in our Parental Transitions
support and coaching including mandatory training
for line managers

Nomura International plc

3

Gender Pay Gap Report 2019

Strengthening diversity and inclusivity
Our employee networks are designed to help build
relationships, share ideas, contribute to careerdevelopment and progression, and foster inclusion anddiversity from the ground up.
We also work with a number of external partners
to make our workplace as diverse and as open aspossible.
Our partners are:Nomura International plc

4Gender Pay Gap Report 2019

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