2 2 | T M X G R O U P S U S TA I N A B I L I T Y R E P O R T 2 0 2 4 REPORT CONTENTS ABOUT THIS REPORT SUSTAINABILITY STRATEGY SUSTAINABILITY GOVERNANCE PROSPERITY PLANET PEOPLE APPENDICES Workforce Representation We derive strength from the diversity of thought represented by the variety of backgrounds, qualities, skills and experience of our workforce. We strive to reflect the demographic profile of our industry as a whole within our leadership team, and we seek to ensure that our workforce is representative of the communities in which we operate. Our new self-identification questionnaire, which is launching in 2025, will allow us to better understand our workforce and their work experience. Additional information about our workforce can be found under “2024 Workforce Demographics” in Appendix D. Gender Representation Our ED&I strategy continues to focus on progressing balanced gender representation in the overall workforce (defined as 40% - 60% women or men), taking into account that identification is not just binary. We achieved this goal in 2021 and have generally maintained overall workforce representation, with 39.5% of all positions held by women as at December 31, 2024. Further, we aim to have at least 40% women in executive positions (both senior executives and other executives) by the end of 2025. As at December 31, 2024, approximately 25.5% of all executive positions were held by women – a decline from 31% in the previous year, largely driven by a change in the composition of our executive base as a result of acquisition activity. For additional information regarding gender and our workforce in 2024, please see Appendix D. Positions Held by Women POSITION GOAL (EST. IN 2021) POSITIONS HELD BY Senior Executives 40% women by 2025 2 of 8 (25.0%) Executives 11 of 43 (25.6%) All other employees 40 to 60% women or men by 2025 807 of 2,026 (39.8%) Gender Pay Equity An annual equal pay analysis and a gender-neutral job evaluation tool and job grading structure serve as the foundation for our comprehensive compensation structure. Consistent with 2023, our average pay differential between women and men across graded roles remained at less than 2% in 202413. We will continue to actively monitor and review job grades and address any material differences that we observe by making adjustments as appropriate, while recognizing differences in experience and performance. In 2024, we achieved “Platinum” parity-certified status through Women in Governance, an increase from the “Gold” status achieved in 2023. The certification recognizes organizations that have achieved results by articulating a commitment to gender parity in the workplace, integrating it into the ecosystem of the organization and implementing mechanisms to achieve that commitment and sustain it over time. Strategic Partnerships In 2024, we continued to engage with and support a number of organizations and initiatives within our capital markets ecosystem which align with and support our values and principles regarding the advancement of women including: • Partnering with the London School of Economics on “The Inclusion Initiative”, a research study focused on gender equity for Women in Capital Markets in Canada. • Marking International Women’s Day with a Ring the Bell for Gender Equality market open. • Our Post-Trade Women’s Resource Group produced an event for employees called Shattering the Glass Ceiling: Advancing Women in the Workplace, featuring women leaders from TMX and allies and gender equity leaders in the sector. • Sponsoring, through TMX Trayport, Women of Silicon Roundabout and becoming a gold partner of Karren Brady’s Women in Business and Tech Expo. 13 Our average pay differential evaluation only includes roles which have assigned job grades and may exclude employees from acquisitions who have not yet been job graded.
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