Ping Identity Limited Demographics and Considerations:

• The data published relates to Ping Identity Limited’s full pay relevant employees (as defined by the Regulations) in relation to the hourly pay figures and the proportion of male and female employees in each quartile and Ping Identity Limited’s relevant employees (as defined by the Regulations) in relation to the bonus pay figures.

• The full pay relevant employees were made up of 303 employees (27.06% females and 72.94% males).

• The calculation for the hourly mean and median pay gap includes not only ordinary, or basic, pay of the full pay relevant employees, but also variable compensation, one time bonuses and taxable equity income paid during the relevant pay period covering the snapshot date required.

• The calculation for the hourly mean and median pay gap compares the hourly pay of all females against all male employees and does not compare salary information for type of role, experience, performance or tenure.

• Ping Identity Limited is committed to reviewing and monitoring pay in line with the Regulations.

Our Commitment to Improving the Gender Pay Gap

It is important to note that gender pay gap reporting is different to, and should not be confused with, the issue of equal pay. The gender pay gap shows the difference in the pay between all male and female employees in a workforce, regardless of role or seniority, and does not compare pay for equal or similar work or jobs of equal value. Ping Identity Limited’s gender pay gap does not therefore demonstrate unequal pay. However, we are committed to doing more to help close the gender pay gap in the UK.

Ping Identity Limited is part of the Ping Identify Group and we are (deeply) committed to pay equity in the Ping Identity Group. We believe fair and unbiased compensation is a critical component to inclusive culture and ultimately helps us attract and retain the highest calibre talent. We will continue to act on our DEI mission statement and purpose by:

• Continuing to conduct diversity related activities and ​​building a diverse, equitable and inclusive environment that ultimately creates a sense of belonging for all employees

• Conducting global and country specific pay equity analysis for equal roles across all functions of the organisation

• Conducting gender based analysis during all compensation related programmes such as salary review, bonus payment process and equity award cycles

• Intentional female sourcing efforts across all requisitions, to the extent permitted by law, including a partnership with a female centric recruitment platform, to increase our candidate pool.

• Company-wide mentoring program to promote career development and internal career progression

• Our Women of Ping Employee Resource Group is focused on nurturing an inclusive community, while creating personal and professional growth opportunities for women.

• Unconscious bias training is required for all employees