Social Sustainability
Our Commitment & Policies
Euronet is committed to advancing the diversity of our workforce across all geographies and levels of management, inclusive of race, ethnicity, and gender diversity. Euronet adheres to the Equal Opportunity Employer (EOE) guidelines specifically prohibiting from considering race, ethnicity, or gender in its hiring and promotion activities.
These anti-discrimination policies are also applicable to the selection of members of our Board of Directors. Additionally, our Board believes that its membership should continue to reflect a diversity of gender, race, ethnicity, age, sexual orientation, and gender identity.
Euronet‘s initiatives aimed at advancing gender equalities:. Euronet is well-equipped to achieve this goal due to the strong tradition of gender equality, with women comprising of almost half of the workforce. Additionally, one third of the top-level management positions are held by women.
Euronet does not track the racial or ethnic identity data of its employees due to the challenge of defining race and ethnicity scientifically, which leads to misclassification and hinders meaningful comparative research. In fact, 20 out of the 38 Organization for Economic Co-operation and Development (OECD) countries, including France, Germany, and Italy — where Euronet operates — also do not collect such data. Euronet’s diversity and global presence is evident in its workforce, with approximately 80% of its employees operating outside the United States.
This reflects our extensive international reach, as more than two-thirds of our revenues come from currencies other than the U.S. dollar. Within Euronet’s money transfer segment alone, we have over 600,000 agents, primarily local businesses, spread across more than almost 200 countries and territories. Notably, many of these agencies are owned by minorities and play a crucial role in facilitating international remittances to immigrants’ home countries.
The diverse array of ethnicities within the workforce enriches our work environments, resulting in the development of industry-leading products and services infused with distinct perspectives contributed by each ethnicity. Euronet’s achievements were made possible by the extraordinary diversity of ethnicities within its workforce.
The average company turnover rate is approximately 20% worldwide. However, employment in specialized roles that require specific skills, and expertise is lower while the bulk of the turnover rate is concentrated within the retail outlets, which are typically associated with higher turnover rates. Euronet provides opportunities for positions in upper and senior management and various employment opportunities spanning both domestic and international locations.
Gender Salary Gap
Euronet prides itself on its commitment to gender equality, evident by its equitable compensation practices. As expected, our initial analysis did not show any significant salary gap. While assessing salary differentials between genders, it’s essential to consider the intricacies posed by operating in more than 40 diverse countries, each with distinct salary norms. Furthermore, the distribution of employees across various job roles impacts the analysis, as certain positions, often with lower salary scales, tend to be biased towards one gender over the other.
In building a global community united by Euronet’s principles and guided by our vision, Euronet entrusts our employees to align their values with the company’s values, by exhibiting integrity, showing respect, and upholding a dedication to excellence. By embracing these priorities, Euronet empowers our employees by providing a work environment that provides opportunities for success for every individual employee.
Human Capital Resource Management
Euronet acknowledges the vital role that our employees play as the foundation of our success. We are committed to recruiting the most qualified individuals for each role and ensuring equal opportunities for all to build successful careers within a sustainable work environment.
To achieve these goals, the following priorities are placed: