Our People
We are in the environment creation business – working to create the environments where our employees can bring their best selves to work each and every day, in service of their co-workers and our customers.
North America includes the United States and Canada, EMEA includes Europe, the Middle East and Africa, APAC includes Asia, Australia and New Zealand and LATAM includes Latin America, Central America as well as Mexico.
| 2021 | 2022 | 2023 | 2024 | |
| EMEA | 40% | 41% | 38% | 38% |
| North America | 39% | 35% | 34% | 31% |
| APAC | 15% | 17% | 18% | 18% |
| LATAM | 6% | 7% | 10% | 13% |
North American
The gender details for 1% of our North American employees is unavailable or was not disclosed.
| Male | Female | |
| 2021 | 61% | 39% |
| 2022 | 61% | 39% |
| 2023 | 60% | 40% |
| 2024 | 60% | 39% |
International
The gender details for 4% of our international employees is unavailable or was not disclosed.
| Male | Female | |
| 2021 | 67% | 28% |
| 2022 | 62% | 32% |
| 2023 | 65% | 31% |
| 2024 | 64% | 32% |
Pursuant to Dutch law, Dutch legal entities that meet certain revenue/employee thresholds will have to mandatory comply with diversity reporting and ambitious target setting requirements relating to the gender equality in the (sub)boards of their organizations. Because of this new legislation, Topicus.com aims to have at least 25% female representatives in 2025 across each of the three boards of its four Dutch companies that meet the specified thresholds.
This section does not include information from one of the operating groups as it is currently not tracked at this time.
| 2021 | 2022 | 2023 | 2024 | |
| White | 52% | 54% | 55% | 54% |
| Not Available | 30% | 16% | 15% | 14% |
| Asian | 10% | 11% | 12% | 13% |
| Choose Not to Declare | N/A | 7% | 6% | 7% |
| Black | 3% | 5% | 5% | 5% |
| Hispanic / Latino | 3% | 4% | 4% | 5% |
| Two or More Races | 1% | 2% | 2% | 1% |
| American Indian | <1% | 1% | 1% | 1% |
In the last twelve month period, Harris’ internal promotions by gender globally were 54% male and 46% female.
| 2024* | |
| Business Unit Leader | 36% F | 64% M |
| Group Leader | 24% F | 76% M |
| Chief Operating Officer | 17% F | 83% M |
| Portfolio Leader | 11% F | 89% M |
| Group President | 29% F | 71% M |
| C-Suite | 25% F | 75% M |
*Harris data only
F = Female | M = Male
In 2024, Jonas’ internal promotions by gender globally were 59% male, 39% female with 2% undeclared.
| 2024* | |
| Business Unit Leader | 25% F | 75% M |
| Group Leader | 8% F | 92% M |
| Portfolio Manager | 29% F | 71% M |
| Group CEO | 0% F | 100% M |
| CFO | 17% F | 83% M |
| Head of HR | 100% F | 0% M |
| Head of M&A | 0% F | 100% M |
*Jonas data only
F = Female | M = Male
