Pay Equity at Raymond James Ltd.

November 26, 2025

Throughout our history, Raymond James Ltd. has relied on our values of client-first, long-term thinking, and transparency to anchor our business. Advisor and employee experiences are shaped by those values. Our unique culture is the result of our long-standing commitment to them.

Transparency is of particular importance in our culture and an essential enabler to ensuring equity, inclusion, and a sense of belonging in the workplace.

With this in mind, we are pleased to start sharing our progress on gender representation and pay equity.

Continued progress on representation

Nationally, we are pleased to report that women represent 48.3% of our general employee population and 35%+ of our executive level. Despite women’s strong presence in our workforce, we have surfaced an average 22.7% salary gap for them. This finding extends to our British Columbia workforce where we have broken down the data in accordance with British Columbia’s Pay Transparency Act. It’s important to note that this data does not include commission-based roles and represents 43% of RJLs overall Canadian workforce.

We are committed to the principle of equal pay for equal work

While progress has been made, we acknowledge there is significant opportunity for us to do more. Increasing women’s representation at the senior management level and building a more robust internal pay equity data set will have an impact on our long-term ability to drive the right changes. To get started, we are taking some immediate action including:

• Bi-annual internal and externally facilitated pay equity analyses (including those required in Quebec).
• Annual and ad hoc market benchmarking and pay equity reviews;
• Development of updated and consistent job titling, architecture, and evaluation frameworks; and
• Investments in compensation tools and software that support more effective analysis of pay equity data, insights, and reporting that will ultimately support compensation decisions.

These steps will enable us to comply with required provincial reporting frameworks while simultaneously developing a more detailed and accurate assessment of pay equity in our business across different roles, commissions and bonuses, and geographies. These activities will be integral as similar pay transparency and pay equity legislation expands across Canada.

Transparency is a vital step toward progress, and this report is intended to guide meaningful action.

Pay Transparency Report – Nov 1, 2024 – Oct 31, 2025 (PDF)