Human capital management

Core values

ICE was founded in 2000 on a commitment to transform commodity markets and solve problems for our customers. Over the years, as the company has evolved, we have relied on a set of core values to guide our continued success.

These values have served us well through periods of significant growth and geographic and business diversification. They are built into our Code of Conduct, our annual performance and compensation reviews, our learning and development programs and form the basis of our employee survey. They are revisited on a regular basis by our executive management team and refreshed when needed.

Collaboration - We work as one team focused on a common set of objectives and committed to each other’s success.
Communication - We communicate clearly, constructively and frequently.
Problem solving - We focus on identifying and solving our customers' needs and make well-informed, quick decisions.
Integrity & professionalism - We hold ourselves and each other to the highest standards.
Leadership - We lead by example.

Employee data

We use a mix of methods to measure engagement and identify areas of concern or opportunity. Employee data updated annually includes: voluntary turnover, EEO-1 and employee survey results.

We operate from more than 60 offices in 21 countries to serve a customer base that spans global markets. Human capital management at ICE is overseen by the Senior Vice President of HR & Administration who reports directly to the CEO.

The data in this section is from 2025, covers our global employee base and does not include contractors and contingent workers.

Employees
Global	12,844
U.S.	7,551
EMEA, APC & India	5,293

EMEA, APAC and India
India	3,512
U.K.	799
Continental Europe	377
Note: As of December 31, 2025.

Acquisitions

We have tailored strategies designed to help onboard employees of acquired companies of different sizes – whether it’s hundreds of employees across multiple geographies or a small team of fewer than 20 people in one office.

Turnover

We look to voluntary attrition as a key metric for workforce retention. After a drop in 2020, we saw steep increases in 2021 and 2022. We believe both were related in large part to the COVID pandemic and the subsequent trend in the labor market of people leaving their jobs in greater numbers across companies and sectors. In 2023, 2024 and 2025 we saw a return to our pre-COVID turnover rates, which continue to be better than comparable data in the finance and technology sectors we use as benchmarks.

Voluntary attrition
2025	8.6%
2024	8.4%
2023	8.1%
2022	14.2%
2021	10.5%
Note: Includes all full-time employees across our global locations.

Employee survey

We conduct a companywide employee survey every two years. Additionally, we conduct a mix of surveys on an ongoing basis including new hire surveys, stay surveys, exit surveys as well as surveys on ad hoc issues. Separate from formal surveys, we promote an “always-on” approach to feedback and a culture that encourages an inquisitive environment generally. Each of these inputs contributes to a more complete picture that allows us to assess trends and take actions as needed.

Our next companywide, comprehensive survey will take place in 2026.

	2020	2022	2024
Participation rate	71%	78%	77%
Overall, I would recommended ICE to a friend as a good place to work	85%	81%	81%
Overall positive responses	81%	79%	83%

Equal opportunity / EEO-1 data

We are an Equal Opportunity Employer and all qualified applicants will receive consideration without regard to any protected status. To hold ourselves accountable and provide transparency on our employee population, we publish metrics, including our annual EEO-1 data.

Pay parity

We take a systemic approach to pay parity to ensure it is fair irrespective of gender or race, including conducting formal reviews of compensation on a "like for like" job basis. Any anomalies discovered in our review are swiftly corrected.

Gender pay ratio

In line with government regulations, we report on gender pay ratio in certain locations

Benefits

Our employees receive a competitive total rewards package in line with local benchmarks everywhere we operate around the world. We offer market-competitive pay and a wide range of benefits to support our employees’ health, wellness, retirement and work/life balance - including competitive leave and time-off plans based on local markets.

We offer health and welfare benefits, such as medical, dental, vision, life and disability insurance, that are competitive and relevant in the regions where we operate. All employees are eligible for paid time off, including parental leave, in line with industry and local norms.

Through Employee Assistance Programs 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.

Under our U.S. benefits program all employees have access to the same healthcare and parental leave benefits regardless of marital status, gender identity or sexual orientation.

Accommodations are available including:

Wellness rooms that can be used by nursing mothers
Reserved parking for pregnant employees at offices where we own parking lots
Flexibility to work remotely when needed
Subsidized emergency backup day care arrangements in the U.S.
Tax advantaged savings accounts for dependent care arrangements in the U.S.

We offer top-tier retirement savings programs, which include employer match programs and an Employee Stock Purchase Plan available in nearly all our locations.

Learning and development

Throughout the employee lifecycle we are focused on developing and training our people to ensure our ability to succeed as a company, and their ability to advance in their careers. We have learning and development resources tailored for all levels throughout our organization. From the day of hire throughout one’s tenure at ICE, programs are available to help our employees develop skills, learn about the business and advance their careers.

Programs

Our learning and development programs are designed based on feedback from our employee survey and based on business needs. We track the effectiveness of each program through surveys and additional feedback channels that solicit the views of both the participants, and the managers of the participants. We evolve our programs in response to that input as well as the development of new best practices. Training is delivered in a variety of ways to meet the needs of our employees ranging from required, to opt-in, and on demand.

Our current programs fall into three categories:

Resources to develop people, communication and leadership skills
Resources to learn more about ICE and our businesses
Resources for technical training

Safety

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.

Giving back

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 charitable contributions for employees up to $5,000 annually.

In addition to our employee charitable match program, we donate to community organizations and underwrite financial education programs in the U.S., U.K. and India.

Learn more

Labor relations

We comply with all collective bargaining laws in the jurisdictions where we operate.

Of our total employee base, less than 1% is subject to collective bargaining agreements, and such relations are considered to be good.

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