Investing in our people Investing in our people Employee satisfaction Employee satisfaction Triple Point Training Academy expanded Triple Point Training Academy expanded Professional and technical training advancements Professional and technical training advancements Performance-driven culture Performance-driven culture Director-level tracking Director-level tracking Gender pay gap reporting Gender pay gap reporting Other comments on our People reporting Other comments on our People reporting This year’s outcomes See the latest People outcomes See the latest People outcomes Investing in our people We met our 2023 target of £250 per employee spent on Triple Point Academy learning and training activities. In the future, instead of a learning budget per person, we will be providing a new learning platform that will deliver an improved and more targeted learning experience for our people. This platform launched in September 2024. Employee satisfaction 100% 80% 60% 40% 20% 0% 74% 83% 84% 87% Employee engagement and satisfaction score Industry average Triple Point Employees feeling they could be themselves at work scroll down We once again reported on employee engagement and satisfaction and were pleased with the results. Like many investment companies, Triple Point faced wider challenges in Fiscal Year 2023-2024, as well as specific issues within some of our investment teams. The employee engagement and satisfaction score remained at a high level, 9% above the industry average, though it decreased by 4% compared to last year’s results. Our measure of employees feeling they could be themselves at work decreased by 2%, which is 3% above the average in financial services1. Our People team is actively working with employees to find ways to further enhance engagement and satisfaction. We are committed to continuing to report on these metrics in the future. 1 Benchmarks provided by the platform that we use for employee engagement surveys. The engagement and satisfaction benchmark considers data from companies similar in nature and size to Triple Point, whilst the second benchmark considers data from all financial services firms. Triple Point Training Academy expanded Over the year, our Academy has grown to support all levels within the business, increasing the total training hours for employees as committed to last year. In June 2024, the Academy’s success gained recognition when it achieved ACCA Approved Employer status, highlighting our commitment to high standards in professional and technical development. This year, we’ve opted to expand our focus on early career support, moving beyond just the trainee programme. Over the next 12 months, we will continue to invest in our employees’ career development by providing access to the Triple Point Academy Learning Platform, providing funding for professional and technical qualifications, and offering a dedicated Management Development programme for current and potential managers. Professional and technical training advancements We’ve refined our tracking of professional and technical training investments to ensure consistency, now focusing solely on professional qualifications and technical training. This change has led to a year-on-year decrease in reported investment as non-essential costs like networking conferences are no longer included. total investment on professional qualifications and technical training 44,419.95 Performance-driven culture We are also emphasising talent density and a performance-driven culture, because we want to have a high concentration of skilled, high-performing individuals relative to the total number of employees. To achieve this, we’ll focus on using the right tools and strong management to help our diverse workforce achieve the best outcomes for our clients. Director-level tracking The definition used for our director-level tracking has also been adjusted for future consistency. As a result, the metrics related to women directors and ethnic minority directors have fallen. We believe the new definition better reflects our business model and will enable improved year-on-year tracking moving forward. scroll down Gender pay gap reporting We are not yet required by law to publish gender pay data, but we have chosen to do so as we believe that transparent analysis helps inform how we define and measure our approach to Inclusion and Diversity. The gender pay gap data in this report is compiled in accordance with UK Government statutory reporting methodology. We believe that the difference in mean and median pay is largely due to Triple Point having a greater proportion of women within junior roles relative to men, at the senior / senior certified level. While our data compares favourably to the industry average for the Financial Services sector (24.7% median and 27.9 % mean), we recognise that there are opportunities to make improvements, and we will seek to further understand this data and use this insight to inform our proposed actions going forward. We carefully monitor our bonus procedures to ensure that men and women are treated equally. In 2024, 77.4% of men received a bonus while 74.8% of women received bonuses. The greater proportion of women within the lower and lower middle quartiles of bonus payment is reflective of the higher number of women employed in junior roles across Triple Point. We continue to implement a range of continued learning and remuneration policy governance to continue to improve our gender pay gap. Other comments on our People reporting We saw decreases in our ethnic diversity; 7.6% across employees and 11% at director level. We continue to monitor this situation, including renewed efforts to prioritise a culture of inclusivity. A 5% decrease in our women partners was as a result of a long serving female partner stepping away from the business. Also see the Community section for more on our actions to drive Inclusion and Diversity.