In the last 2 years, we began a deep dive into understanding who the people of Amber are, emphasizing our commitment to belonging and representation. This report continues that journey, providing updated insights into the demographics of our workforce and our efforts to foster an equitable environment. The data presented in this section refers to the year 2024, which we consider our baseline year, the starting point for measuring progress and shaping future goals. For a deeper look into our sustainability practices, you can explore our 2024 Sustainability Report.
WORKFORCE ARCHITECTURE, BENEFITS & INCENTIVES
As of December 31, 2024, Amber Group had a total of 812 employees. Most of our team is full-time, with less than 1% working part-time.
While 41% of our workforce is based in Bucharest, our global presence reflects our dedication to fostering a culturally diverse and inclusive work environment.
Gender distribution is a key pillar of our inclusive workplace approach. Overall women representation within our Group stood at 22% in 2024, which is broadly in line with the industry norm estimated at around 25%1 . While our current rate is relatively close to the industry average, we recognize the need to strengthen our efforts in this area, particularly in some of our main locations. However, one notable aspect is that Amber Studio SA exceeds both the industry women benchmark and the EU average for ICT companies, which stood at 19.5%1 as of 2024. In other regions, we identified opportunities to further align with local industry dynamics. While comprehensive 2024 data is limited, available public insights offer useful benchmarks.
1 GDC State of the Industry 2025 Report
2 Eurostat Highlights, April 2025
For example, in the Philippines, women in the sector were estimated to represent 30%3 of the workforce in 2021, while our current figure stands at 12%. Similarly, in Mexico our 17% compares to an estimated industry average of 25% of women working within the industry. While these figures show room for improvement, they also provide a clear indication of where we should focus our efforts, with the goal of achieving a balanced gender distribution across our locations.
We value cultural diversity, fostering an inclusive environment where individuals from various backgrounds and perspectives come together to fuel creativity and innovation. We believe that a diverse workforce enhances our global outlook and allows us to better understand the needs of our clients and partners across different regions.
This commitment to inclusion is reflected in our international team, which includes employees from a wide range of nationalities and cultures.
3 2021 Deloitte Southeast Asia study
4 People Managers are defined as managers with direct reports and direct line authority
Serbian, Spanish and Taiwanese
In 2024, Romanian managers held most people management positions across all levels at Amber, including Executives , Leadership , and Line Managers , making up 67% of the total managerial floor. Following them, our Mexican colleagues represented 12% of all managers, showcasing the growth of our team in Latin America. This diverse managerial group, as it is presented in the table below, underscores our commitment to building a global presence while promoting leadership opportunities across multiple regions.
5 C-suite managers
6 Senior leaders
7 Line Managers are similarly defined as People Managers (see footnote no 5)
Our team is primarily composed of Millennials and Gen-Z, reflecting the youthful and dynamic nature of our workforce. Specifically, 47% of our employees are under 30, bringing fresh perspectives and energy to the company. Additionally, 51% of the staff falls within the 30 to 50 age range, offering a balanced mix of experience and innovation.
While younger generations form the majority, we also value the contributions of our more seasoned employees - 2% of our workforce being over the age of 50. This diversity in age allows Amber to benefit from a wide range of insights, experiences, and approaches, fostering a collaborative environment where different generations work together to drive our success.
The blend of educational backgrounds brings together a combination of academic knowledge and practical experience, creating a dynamic environment where diverse skills and perspectives come together. As of December 31, 2024, 55% of Amber’s workforce (450 employees), held a university degree, showcasing the high level of education among our team.
The benefits provided to employees vary across the markets we operate in and take into consideration the legal provisions applicable to each location, as well as the best practices in the industry. The benefits offered to employees come in addition to the public, obligatory medical insurance, or annual leave according to the law, as well as other legally regulated provisions.
Depending on the best practices applicable to each location, benefits offered to employees may include meal tickets, psychologist sessions, private medical insurance, a retirement saving plan, extra days of salary at the end of the year, life insurance, and 401(k) plan.
Key special benefits offered by the company across all locations (subject to certain tenure or seniority criteria) include an annual bonus based on the financial performance of the company, an “Unlimited Days Off” policy which allows employees to take additional paid leave on top of the national standard number of paid days off.
In 2022, Amber introduced a Stock Ownership Plan (SOP) as an incentive to promote a sense of ownership and deepen employee engagement by offering equity to eligible staff. By the end of 2024, around 34% of employees were enrolled in the plan which means an increase of 4 % compared with 2023. The SOP will remain a central part of Amber's compensation strategy, recognizing and rewarding employees who contribute to building the company's future.
EQUITY INSIGHTS
We remain committed to fostering an equitable workplace, with a strong focus on pay transparency and gender equity. As part of our ongoing efforts, we conducted a refined, data-driven gender pay review, analyzing salary ratios in 3 of our most relevant locations, taking in consideration the seniority levels of our staff members.
To better understand gender pay dynamics across our organization, we applied a structured methodology. The highlights below explain how the analysis was conducted and data interpreted.
- The pay review assumed a stratified analysis with data being first split by location, focusing on locations with at least 10% women representation, followed by segmentation on seniority level.
- Salary ratios were calculated as the average salary of women compared to the average salary of men (W2M Ratio). A ratio above 1.00 means women earn more on average, while a ratio below 1.00 means men earn more.
- In addition, a separate analysis was conducted for Executive and Leadership positions, particularly to assess whether there are significant disparities in representation or pay equity at the highest level of the organization.
- The sample size analyzed included a total number of 706 staff members (which represent 87% of the total workforce), therefore it is deemed relevant for the scope of the review.
- Romania: W2M ratio ranges from 0.90 to 1.12, indicating a generally balanced pay structure, and a relatively even representation of women across seniorities.
- Mexico: Salary ratios by seniority range from 0.55 to 1.10, with women underrepresented across this location and primarily concentrated in entry to mid-level seniorities (89% of women holding roles in Associate and Advanced seniority).
- Philippines: Salary ratios range from 0.93 to 1.77, with women's representation only at entry and mid-level positions.
The Executive & Leadership team analysis, covering C-level executives and senior leaders, revealed that, while women in leadership earn more on average than men, their overall representation remains low.
While Amber demonstrates encouraging signs of gender pay equity in several areas, particularly in Romania and within leadership compensation, the review also uncovers persistent underrepresentation of women at senior levels and localized pay disparities, most notably in Mexico. These findings provide a valuable baseline for understanding our current position.
Moving forward, we are now exploring appropriate objectives and actions to address these gaps, ensure ongoing equity, and support the advancement of women across all levels and locations. Contemplated actions may include establishing a minimum threshold to maintain the gender pay ratio above 0.80 (ensuring at least 80% parity), conducting annual pay reviews to monitor progress to address regional disparities. Growth initiatives like mentorship and leadership development programs, are also contemplated as actionable initiatives.