Highly capable and engaged teams are critically important to our ability to grow and innovate. Through our human capital development efforts we strive to attract and retain the best talent in the world. The field is competitive and the expectations are high. We offer pay for performance, a diverse and inclusive work environment, significant opportunities for career growth and a culture that prioritizes collaboration and drives results.
We are an Equal Opportunity Employer and all qualified applicants will receive consideration without regard to race, color, religion, gender, sexual orientation, gender identity, national origin or ancestry, age, disability or veteran status, or other protected status. We operate from more than 50 offices in 20 countries to serve a customer base that spans global markets. We come from a variety of backgrounds and speak more than 25 languages. Across businesses and time zones we are tied together by one culture and a common set of core values that drive everything we do.
We work as one team focused on a common set of objectives and committed to each others success
We focus on identifying and solving our customers' needs and make well-informed, quick decisions
We communicate clearly, constructively and frequently
We hold ourselves and each other to the highest standards
We lead by example
We're committed to providing a comprehensive and competitive benefits package in each market we operate to ensure employees' health, well-being and financial security.
We offer health, vision and dental coverage as well as disability and life insurance. Through Employee Assistance Plans in most of our locations we provide free and discounted counseling services for dealing with stress, traumatic life events or mental health issues as well as general wellness programs. From making standing desks available to keeping healthy snacks stocked in our pantries to providing flu shots, we are engaging our employees to help keep them healthy and happy. All employees are eligible for paid time off in line with industry and local norms. That includes parental leave, which in most cases exceeds legally-required amounts. We also have a remote work policy that allows eligible employees to work one day a week from home.
We offer top-tier retirement savings programs, which includes an employer match program in the US.
Helping employees grow in their careers and understand our culture and the breadth of our business is a critical task, and one that starts on day one and continues throughout your time at ICE.
New employees are guided through their first weeks and months at the company with a mix of training. HR on-boarding and additional sessions tailored by each team are in place to help employees hit the ground running. An additional session on the company-wide history, culture and business strategy is also mandatory for new hires during their first few months on the job.
A variety of training is available across our businesses specific to the needs of each function. Through our online learning center, in-house education team and a mix of third-party resources we make available access to training from basic Excel to complex trading strategies.
Our employees have access to management training programs to help them develop their careers which include in-house and third-party resources for learning and development. A sample of the many available trainings include courses on:
Required Compliance Training
We have many policies in place to protect our businesses, our employees and our customers. And we take them very seriously. That means mandatory training and testing is often required to ensure employee awareness and understanding.
Annual training and verification is required for a number of core competencies including:
Employees receive annual training on workplace violence and business continuity practices. Throughout our offices we have trained volunteers to assist in the event of an emergency evacuation, and in some cases, to provide medical attention such as CPR. At our New York Stock Exchange building we have a robust safety program, including in-house security and fire wardens.
For those just starting out, we work with universities in some of our locations to provide recruiting opportunities and paid work training to help students explore career goals and receive individual coaching. This includes working with Georgia State University to offer three-year rotation programs for accounting and human resources students and early career professionals so that they can gain experience in a corporate environment. Another example is a career center alliance with Tel Aviv University that actively feeds undergraduate and MBA candidates to our company.
We gather employee feedback across a mix of "always on feedback" (e.g., direct line communication channels to manager and overall company leadership), employee life cycle surveys (e.g., onboarding, training, exit interviews) and individual employee-focused assessments (e.g., specific individual development goals and specific individual input on company improvement opportunities). This approach allows us to gather actionable feedback across a variety of populations, and circumstances, throughout the year.
As a company active in the M&A space we have seen increases and decreases in our headcount some years as we have acquired (e.g., NYSE in 2013, Interactive Data in 2015) and sold or spun off (e.g., Euronext in 2014, IDMS in 2016) businesses. With over 20 acquisitions and a few notable divestitures since our company was founded in 2000, we have developed a robust methodology to quickly address unique employee concerns that arise in an M&A setting and one that guides new employees into the ICE ecosystem in a supported manner. These acquisition onboarding methodologies are similar to our new hire onboarding methodologies in that they address the wide spectrum of important topics ranging from learning about our business, understanding our culture, understanding our policies and making meaningful connections.
Additionally, we pay very close attention to our voluntary attrition rates and believe it's an important indicator given the, at times, choppy nature of our overall headcount based on M&A activity. Over the past 4 years, that rate has remained under 10%, which is below relevant and comparable benchmark levels in both the finance and technology sectors.
We think it's important to support the communities where we live and work, and we think our employees are best suited to know where those needs are. We match qualifying contributions for all employees up to $2,500 annually. In 2018 we matched approximately $350,000 in donations going to more than 500 charitable organizations.More Information on our Charitable Giving
From our Board, to our management team and throughout our ranks we value diversity and recognize the benefits that a number of perspectives bring to the table.
In line with UK Government regulations, we report on the gender pay ratio at our Interactive Data European subsidiary.More Information