1. Executive Summary
At Tide, our mission is to save small businesses time and money so they can get back to doing what they love. To achieve this globally, we need a team of Tideans that reflects the diverse, vibrant SME communities we serve. Building an inclusive, equitable environment where everyone can #LoveWhatYouDo is a cornerstone of our #OneTeam value and reflects the markets we operate in.
This report outlines our gender pay gap data. While Tide continues to lead the market in supporting women founders externally, our internal data reflects a structural distribution common across the Fintech sector: a higher concentration of men in senior technical and leadership roles. We are addressing this imbalance by intentionally building a more diverse leadership pipeline, ensuring that Tide remains a destination for the world’s top talent irrespective of gender.
2. Tide’s Hourly & Bonus Pay Gaps
The figures below represent our global pay gap data (where a positive percentage indicates that men’s pay is higher):
Bonus Proportions
We are pleased to report that a higher proportion of women received a bonus compared to men:
Proportion in Each Pay Quartile
Our pay gap is a direct reflection of seniority distribution rather than pay inequity. The concentration of men in the Upper and Upper Middle quartiles, primarily within high-demand technical and executive functions, is the primary driver of our mean and median figures. We view this as a clear mandate to accelerate our leadership development and targeted senior recruitment.
Representation Across Tideans
Looking closely at our company-wide and leadership demographics, we have seen some shifts in representation:
All-Tide: 34% female (a slight decrease from 35%).
Senior Leaders (Executive, S/VP): 31% female (down from 33%), alongside underrepresented groups at 38%.
Executive Team: 29% female (unchanged) and 29% non-Caucasian (unchanged).
Holding Board: 11% female (an 18% decrease), though we are proud to report a 100% increase in non-Caucasian representation, bringing it to 11%.
3. What We Are Doing to Close the Gap
We are action-oriented at Tide. The data highlights that to meaningfully reduce our mean and median hourly pay gaps, we must increase the proportion of female Tideans in our upper and upper-middle quartiles.
We acknowledge the slight dips in female representation at the All-Tide, Senior Leader, and Board levels. To reverse this trend, our strategy focuses intensely on both the acquisition of diverse top-tier talent and the retention and internal progression of the brilliant women already within our ranks. By investing heavily in our management frameworks and promoting a meritocratic culture, we are striving to build an ecosystem where female leaders are supported to progress into the highest-paying technical and strategic roles.
4. Initiatives We Are Undertaking
To drive these numbers in the right direction, we are rolling out several targeted initiatives across the business:
Holding Board and Executive Representation: We are actively diversifying our Holding Board, with a specific focus on appointing a female Independent Director. With the upcoming transition of our Chief People and Culture Officer (CPCO), we are reinforcing our commitment to 29% female representation at the Executive level.
Senior Leadership Pipeline: We have set a clear objective: 36% female representation across VP and Executive levels within 24 months. This will be achieved through a rigorous recruitment strategy for four key senior vacancies.
The Rooney Rule: We are mandating the Rooney Rule for all B2+ (Senior) roles. No senior hire will be made without a diverse shortlist that includes female or underrepresented talent at the core interview stage.
Relaunching Affinity Groups: We are relaunching our Affinity Groups not just for support, but as strategic internal advisory bodies to drive retention and professional velocity for women at Tide.
5. Methodology: Pay Gap vs. Pay Equity
When reviewing these figures, it is important to understand the distinction between the gender pay gap, equal pay, and the adjusted pay gap.
Gender pay gap: Measures the difference in average earnings across the total population. Our gap exists because of a higher density of men in senior/technical roles.
Equal pay: Tide is committed to—and achieves—equal pay for equal work.
Adjusted pay gap: When accounting for role, experience, and location, our compensation frameworks remain meritocratic and unbiased. We continue to audit these figures globally to ensure every Tidean is compensated fairly for their contribution.
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