Empowering Our Workforce to Achieve Their Highest Potential
"In 2024, Nasdaq continued to invest in our “talent engine”, including employer branding to attract top talent, hiring at scale, increasing employee and leadership development, rewarding for results, enhancing our office experience, and focusing on employee recognition. As a result, we’ve achieved company record-high engagement scores with company record-low attrition."
Chief People Officer at Nasdaq
Bryan Smith
The culture at Nasdaq is both global and diverse—bringing together people of different backgrounds, experiences, and perspectives. It embraces people from all over the world in a way that makes you feel at home."
At Nasdaq, our culture is deeply rooted in forward-thinking ideas and cutting-edge advancements. For instance, there is significant interest in AI across the company.”
Global Workforce by Gender
Male | 63.6% |
Female | 35.8% |
Undisclosed/ Not Available | 0.6% |
| Total Number of Employees1 | 9,162 |
1 Total includes employees of non-wholly owned consolidated subsidiaries excluded from percentage calculations.
U.S. Workforce by Racial Ethnicity
White | 62.0% |
Asian | 17.4% |
Black | 7.5% |
Hispanic | 5.8% |
Two or More | 1.9% |
Pacific Islander | 0.2% |
Native American | 0.1% |
Undisclosed | 5.1% |
Note: The U.S. reporting on race and ethnicity follows the U.S. Department of Labor’s EEO-1 reporting standards. The races and ethnicities reported are American Indian or Alaska Native, Asian, Black or African American, Hispanic or Latino, Native Hawaiian or Other Pacific Islander, Two or More Races, and White. Please note that totals may not add up to 100% due to rounding to the closest tenth decimal point.
Workforce Development
Our people are the driving force behind our success. Nasdaq’s ability to attract and retain top talent depends on fostering growth, engagement, and wellbeing. We invest in our employees by providing meaningful development opportunities, recognizing their contributions, and creating a supportive workplace.
Nasdaq’s culture promotes collaboration and innovation, featuring global teamwork, advanced technology, and comprehensive training for career development.”
Employee Engagement
We engage with our workforce throughout the year, ensuring timely notification of significant operational changes to maintain employee satisfaction and support our culture and engagement strategy. Our engagement scores demonstrate Nasdaq’s high level of employee engagement, and we regularly review our initiatives to identify opportunities to improve.
94%
of employees responded
to the biannual survey in 2024*
*April and October 2024 Employee Survey (average)
90%
are proud to work for Nasdaq
87%
understand Nasdaq's purpose
86%
would recommend Nasdaq as a great place to work
87%
feel their ideas are heard and they are respected at Nasdaq
91%
feel their manager genuinely cares about their wellbeing
86%
overall engagement score
Health and Wellbeing
At Nasdaq, we understand the impact health and wellbeing has on productivity and employee engagement. We also recognize the important role that our leaders play in creating a culture of wellbeing and belonging. We offer a holistic suite of programs, benefits and resources, known as You&Q, to meet our employees where they are – in their lives and career journeys.
To learn more, visit Nasdaq’s Careers
Prioritize Your Health
- Health care, such as medical, dental, vision coverage, and flexible spending accounts
- Risk insurances, such as short-term disability, long-term disability, and life insurance
- Hybrid work schedules
- Flex days for employees to care for their mental health and wellbeing
- Paid time off for full and part-time employees including sick leave, vacation and personal days
- Preventative care programs, such as Employee Assistance Program (EAP) for wellbeing and mental health
- Access to virtual fitness programs and on-site fitness classes or facilities
- Stress management training and access to a sleep improvement program
Care for Your Family
- Globally, the Company meets or exceeds the local statutory maternity, paternity, parental, and family caregiver leave requirements
- U.S. paid parental leave for employees scheduled to work 20+ hours a week (12 weeks for birth, non-birth parents and adoptive parents, plus an additional eight weeks of disability leave for birth parent to recover from childbirth)
- Canada Employment Insurance/ Quebec Parental Insurance Plan top-up to weekly pay (26 weeks) for parental leave for employees scheduled to work 20+ hours a week
- Canada Employment Insurance/ Quebec Parental Insurance Plan top-up to weekly pay (up to 17 weeks) for compassionate care leave for employees scheduled to work 20+ hours a week
- Subsidies for regular, emergency, and back-up family care (children and elders)
- Paid bereavement leave following the loss of a loved one, family member or friend
- Fertility coverage and adoption/surrogacy assistance
- Dedicated lactation on-site facilities and breast milk shipping (U.S.)
- Pet insurance (U.S.)
Build Your Wealth
- Employee stock purchase plan
- Student loan program (U.S.)
- Retirement plans
Connect with Your Community
- Employee resource groups
- Charitable matching program
- Paid time off to volunteer
Grow Your Career
- Tuition reimbursement for academic degree-granting programs
- Robust learning opportunities
Providing a Safe and Healthy Work Environment
Nasdaq is committed to providing our employees, contractors, and office visitors with a healthy and safe work environment.
2
Work related accidents for employees and contractors¹ ²
0
Days lost to work-related ill-health, injuries, or accidents
0
Fatalities from work-related ill-health, injuries, or accidents
¹ Includes contractors with direct contracted agreement with Nasdaq.
² Two minor work-related accidents related to slip and falls that did not result in lost work time.
For more information, see our Commitment to Occupational Health and Safety statement