Workforce Demographics and Methodology:

 

The data published relates to:

 

• Full pay relevant employees (as defined by the Regulations) for hourly pay calculations and pay quartile distribution.
• Relevant employees (as defined by the Regulations) for bonus pay calculations.

As at 5 April 2025, Ping Identity Limited employed 379 full pay relevant employees, of which:

24.01% were female and 74.99% were male.

 

In line with the Regulations:

 

• Hourly pay calculations include ordinary pay, variable compensation, one-time bonuses and taxable equity income paid during the relevant pay period.
• The gender pay gap compares average pay across all male and female employees.

The calculations do not compare pay for employees performing the same or similar roles, nor do they account for experience, tenure, performance or job level.

 

Understanding the Gender Pay Gap

 

Gender pay gap reporting is distinct from the issue of equal pay. Equal pay concerns differences in pay between men and women performing the same or similar work, or work of equal value. In contrast, the gender pay gap measures the difference in average earnings between all male and female employees across the entire workforce, irrespective of role or seniority.

 

Our results reflect the current gender distribution across our organisation. While our gender pay gap does not indicate unequal pay for equal work, we recognise that gender representation at all levels - and the fact that men and women are not equally represented across all levels of seniority - influences our overall gender pay gap figures.

 

We are committed to taking meaningful and sustained action to improve gender balance across our workforce.

 

Our Commitment to Closing the Gender Pay Gap

 

Ping Identity Limited is part of the Ping Identity Group, and we are deeply committed to pay equity and building an inclusive culture globally. Fair and unbiased compensation is fundamental to attracting, retaining and developing high-calibre talent.

 

We will continue to support our Diversity, Equity and Inclusion (DEI) strategy through the following actions:

 

• Continuing to build a diverse, equitable and inclusive environment that fosters belonging for all employees
• Conducting global and country-specific pay equity analyses across comparable roles and functions
• Undertaking gender-based analysis during all compensation-related programmes, including annual salary reviews, bonus processes and equity award cycles
• Supporting intentional outreach efforts to broaden female representation in candidate pipelines, in compliance with applicable law, including partnerships with female-focused recruitment platforms
• Delivering a company-wide mentoring programme to promote career development and internal progression
• Supporting our Women of Ping Employee Resource Group, which fosters community, networking and professional growth opportunities
• Unconscious bias training for all employees

 

Looking Ahead

 

We recognise that reducing the gender pay gap requires long-term focus, structural change and sustained accountability. We remain committed to improving gender representation at all levels of the organisation.

 

We will continue to monitor our progress and report transparently in line with our regulatory obligations.