Open Text : Gender Pay in the UK

Published: 2026-04-28 17:54:30 ET OTEX.TO

Published on 04/28/2026 at 05:54 pm EDT

INFODOC

OpenText nurtures an environment that values individual differences and fosters innovation. We are set on creating a future where

equal opportunity and inclusion are the driving forces for our collective success. We believe that by leading with fairness, we unlock our team's potential to contribute, grow, and thrive.

We are committed to increasing equity in opportunity regardless of race, gender, sexual orientation, religion, or other differences. Both locally and globally, this includes a focus on equal pay for equal work and access to the same opportunities for all employees at all levels.

A look ahead

Unique qualities and experiences, including a gender balanced workforce, are important contributors to our growth. We strive to develop and promote talent, nurturing our teams to feel recognized and enabled. We continue to focus on improving gender diversity, while recognizing that there is more work to be done. Our leadership and programs are pillars that will help us meet this challenge.

In the UK, Open Text operates two legal entities: Open Text UK Limited and Micro Focus Software. Open Text UK Limited continues to work on its gender pay gap thanks to our reward, training, and support programs that encourage and advance women. We focus on measurable outcomes rather than

subjective measures, as equity in pay and opportunity are the cornerstone of what we seek to accomplish.

Globally and locally, we have a range of programs to support women: we provide inclusive benefits, flexible working, mentorship programs, and employee networks.

In Open Text UK, women continue to have a higher proportion of Managers in their gender group than men.

" As an active member of the Worldwide OpenText Women (WOW) group, I am proud to be part of a program that represents our commitment to fostering talent, amplifying voices, and building equitable career pathways. I am equally proud to be part of OpenText, a company that invests in its people and in a more inclusive future."

Ana Paula Bonani, Sr. Director Technical Customer Support

Note to data: The UK gender pay gap measure is an unadjusted view of all components of hourly pay for all employees, male and female.

This means that it doesn't take into account certain factors that could impact the data, such as job levels, seniority, and age.

Many technology companies-including OpenText-have more men than women in their workforce, with fewer women in higher paid leadership and commercial roles. We aim to elevate potential and performance, ensuring fair access to opportunities regardless of background.

The difference between the hourly pay rate of all men and the hourly pay rate of all women. Hourly pay includes amounts received on the April 2025 payroll including base salary, car and other allowances, and monthly commissions.

Calculated by ranking the hourly pay for all employees, dividing this ranked list into four equal groups (i.e. quartiles) and then calculating the percentage of men and women in each quartile.

The difference in bonus pay for all men and women who received a bonus between May 2024 and April 2025; bonus pay includes all forms including commissions and variable incentive plan awards.

This indicated the proportion of the female population who hold a people management role.

For further information on the definition of the metrics and how they are calculated, please visit Making your calculations - GOV.UK.

Disclaimer

Open Text Corporation published this content on April 28, 2026, and is solely responsible for the information contained herein. Distributed via Public Technologies (PUBT), unedited and unaltered, on April 28, 2026 at 21:54 UTC.