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We are an organisation that appreciates and embraces the power of individuality, authenticity, and wellbeing. Our goal is to build a more inclusive workplace with a workforce that reflects the diversity of our global community and who wholeheartedly feel they belong.

"D&I isn’t just about quick wins that make us look good. It’s a long-term investment, welcoming difference and creating a space where inclusion and equity is embraced and celebrated. An environment where people feel safe to be their true selves. Our commitment to this is what binds us to create the change we aspire to see in the world."

Faizah Tahir, Head of Diversity and Talent Development

Our commitment to gender diversity

In 2020, we took our commitment to diversity further by joining the Women in Finance Charter. The Charter pledges gender balance across financial services.

It also commits us to supporting the progression of women into senior roles across the business: something we are already proud to be doing. The decision to join the Charter marked an important step change for OSTC, to show our existing and future female employees that prejudice or bias has no place in our diversity agenda.

As of October 2020, we had 23.8% female representation in senior management (defined as Executive Committee and Group Board). Our target is to reach 33% by October 2023.

Portrait of Klaudia

Klaudia Stelmachowicz

Head of HR & Talent at OSTC

Portrait of Klaudia

“Advancing gender equality is one of the 17 UN SDG goals. Sadly, gender inequalities are deeply rooted in every society, with women still having to tolerate occupational segregation, gender pay gaps and heavy underrepresentation in senior leadership roles.

“OSTC’s mission is to promote a fair working environment that further harnesses women’s talents in the workforce. I’m proud that we are taking steps towards bringing greater equality at the very top of our organisation and joining the Women in Finance Charter.

Our goals to increase female representation at Board and ExCo level are ambitious, yet achievable. We will work hard over the next three years towards delivering on our pledges.”

Women in Finance Charter

We fully believe that increasing gender diversity is key to the long-term success of OSTC. As well as it simply being the right thing to do, we share the views of scholars and the regulator that gender diversity improves risk management culture and generates better results for companies and shareholders. We have been committed to addressing gender imbalance for several years now, and since becoming signatories of the Charter, we set ourselves some ambitious, yet achievable goals and focused on driving the change right from the top of our organisation.

Our progress so far

When we signed up to the Charter in October 2020, we had 23% female representation at the senior management level. As of September 2021, that number has risen to 27.8%.

What contributed to the increase targeted interventions, with a particular focus on education, gender pay gap analysis, reviewing board composition and planning future talent acquisition at senior management level. We now have far more data which will inform our diversity practices in the coming 12 months and give us a solid foundation for even greater progress in 2022.

By continuing to focus our efforts on identifying gaps to attraction, development and retention of female talent across our Markets business, Support Functions, ExCo and the OSTC Group Board, we believe we can meet our Charter target by the October 2023 deadline.

Woman looking at computer screen

Diversity In The Workplace

Creating a safe & welcoming environment

Woman looking at computer screen

Diversity in the workplace isn’t just about physical representation of minority groups, it goes way beyond that. It’s having an organisational culture that cultivates employee wellbeing enough for everyone to feel safe and welcomed. It’s having a culture where those with visible or non-visible differences are given the tools and support to thrive.

It goes beyond equality or meritocracy, it’s impartiality, inclusion and belonging. Then, once you create that culture of bringing different people together, it’s about embracing and celebrating it.

Man looking at computer screen

Why is workplace diversity important?

Embracing every kind of talent

Man looking at computer screen

It’s a fact that talents are widely distributed around society, irrespective of our differences. That’s why it would be foolish to restrict our search to just one group of society.

At OSTC, we believe in personal freedom, dignity and equal rights under law. We believe that everyone should have a fair opportunity without restrictions. And we will continue to fully embrace diversity to ensure our organisation remains relevant and attractive for future sustainability. We will continue to adapt our business model and strategy to attract and retain the diverse and talented workforce the world has to offer.

Diversity Action

At OSTC, we are committed to bringing significant change across our organisation. While we have already taken considerable steps to develop our capability, our Action Plan increases our commitment to education and awareness across diversity, inclusion and wellbeing.


Educational Campaign

We continue to undertake workshops, training programs, events & webinars, launching a new D&I section on OSTC.com and strengthening our D&I support & training content with the launch of a brand new LMS system.


Data Strategy

To set a benchmark of our metrics, we will use Diversity surveys to collect and examine employee data across all areas of diversity, including gender pay gap and ethnicity. We will also be launching projects, workstreams and network groups among employees, to build a clear picture of areas of success and those needing improvement.


Internal Pipeline Retention Program

We will embark on an affinity-based leadership development program, mentoring program, coaching initiative and considerations for an additional employee benefits package.


External Assessment and Accreditations

We are dedicated to promoting inclusion and offer continuous employee wellbeing support. We will build on our 2021 benchmark to improve gender diversity, which will promote our external visibility and influence within the sector, and we have already started external assessments with CMHA, Stonewall, Women in Finance Charter to support this goal.

Spotlight on Diversity & Inclusion
OSTC Brand
IDAHOBIT Podcast 2021
People in a meeting

A diversified future

Always moving forward

People in a meeting

While we are proud of how far we’ve progressed through our diversity objectives, our Action Plan reminds us that we will never stand still or become complacent. We have already undertaken several collaborations with charities and organisations such as Evenbreak, Stonewall and the Social Mobility Foundation. You can read more about these activities here.

Man concentrating on screens

Leading from the top

Man concentrating on screens

We are constantly looking to improve diversity, wellbeing and inclusion at every employee level across our network. Our Managers take great pride in ensuring we constantly work towards our objectives: many of whom have already embarked on a number of key online D&I course, including:

• Mental health awareness
• Inclusive hiring practices
• D&I basic online foundation
• Psychological safety online training
• LGBTQ+ support in the workplace
• Disability support in the workplace
• Cultural Awareness and inclusion programs
• Mentoring programme

Related readings

A mentally healthy workforce

OSTC has taken another step forward in delivering on our commitment to supporting employee mental health and wellbeing. We’re delighted to share the news that The City Mental Health Alliance has awarded our organisation with the accreditation mark of ‘Achieving’ in its annual Thriving at Work assessment.

Read more

Women in trading

Considering a career as a trader but worried about its male-dominated reputation? The good news is that a positive shift is happening. At OSTC, we’re driving the change with ambitious targets and an approach that makes a career in trading accessible, open and fair.

Read more

Our diversity commitment

OSTC is proud to announce the news of our partnership with Evenbreak; the award-winning portal for disabled job-seekers that is also run by people with disabilities. Evenbreak gives candidates and employers the confidence to connect in an inclusive environment, and this exciting new partnership is a vital component of OSTC’s ongoing commitment to promoting meaningful diversity across our workforce.

Read more
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Diversity Partnerships

We endeavour to build relationships that will continuously nurture and grow our diversity objectives.

View our partnerships