Judy Dinn was named Chief Information Officer, effective April 1, 2025, increasing the percentage of women in our senior executive team from 25% to 37.5% year-over-year (as at December 31). We continue to focus on ensuring we have diverse candidate slates for executive level roles, and we are continuing to develop and advance women within the organization to support the achievement of our targets. In 2025, we maintained our Platinum parity-certified status through Women in Governance, after achieving this status for the first time in 2024. 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. POSITION GOAL (EST. IN 2021) POSITIONS HELD BY WOMEN Senior Executives 40% women by 2025 3 of 8 (37.5%) Executives 13 of 46 (28.3%) All other employees 40 to 60% women or men by 2025 846 of 2,109 (40.1%) For additional information regarding gender and our workforce in 2025, please see Appendix F. Gender Pay Equity An annual equal pay analysis and a gender-neutral job evaluation tool serve as the foundation for our comprehensive compensation structure. Consistent with 2024, our average pay differential between women and men across graded roles remained at less than 2% in 202514. 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. Strategic Partnerships In 2025, 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: • Releasing the RISE: Accelerating the Advancement of Women in Capital Markets report in partnership with LSE • Marking International Womenʼs Day with a Ring the Bell for Gender Equality market open ceremony • Increasing membership and engagement with VersaFI (formerly Women in Capital Markets) • Launching a new partnership with Catalyst to support inclusive practices through research, education, and learning events REPORT CONTENTS ABOUT THIS REPORT SUSTAINABILITY STRATEGY SUSTAINABILITY GOVERNANCE PROSPERITY PLANET PEOPLE APPENDICES 25 | TMX GROUP 2025 ANNUAL SUSTAINABILITY REPORT 14 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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