Our people At NCC Group we embrace difference and are connected by our purpose to create a more secure digital future. Across our global operations we form a phenomenal network, working together, collaborating and innovating to support our clients. We are guided by our Code of Ethics and our values, which define our behaviours – treating everyone and everything with respect. This is the foundation of our culture, and we strive to create an environment where everyone is welcome, feels safe and can be successful.
colleague resource groups (gender, LGBTQIA+, neurodiversity, accessibility, and race and ethnicity) to provide input on workplace practices, engagement, education and representation for under‑represented communities across our global business. As of 30 September 2025, the Board of Directors comprised four males and three females. The wider Group employed 554 females, 1,444 males and 94 individuals whose gender was not disclosed. For the purpose of this disclosure, the Group defines its senior management as the Executive Committee, which consisted of four males and three females as of 30 September 2025. These figures for the Executive Committee include colleagues who also serve as statutory directors of subsidiary companies, where relevant. Talent development Innovation and continuous learning are central to NCC Group’s culture, supported by investments in skill development and leadership growth, fostering personal and professional development through structured programmes and new digital platforms to enhance colleague capabilities globally. We combine on-the-job learning, mentoring, self-study and formal training with personal development plans, supporting colleagues to gain certifications and advance their careers. In England, we leverage the Modern Apprenticeship Levy, with 4.3% of our colleague population undertaking apprenticeship learning – an increase of 60% of eligible colleagues year on year. FY25 was the first year we partnered with Co-op Levy Share to donate our excess levy funds, pledging £150k over the next two to three years. Currently, we’re supporting eight UK employers and 21 learners, with donations to date totalling £27k. We continued to invest in our leadership and management populations, and by June 2025 had delivered Enabling Performance, our Leadership programme, to 75 leaders and managers across the Group, including 73% of our senior leaders. Throughout FY26/FY27 we plan to upskill specific leaders and people team colleagues to enable us to roll out this programme across the remainder of the senior leaders and our middle manager population.
Progress in 2024/25 • Continued investment in leadership and management development with leadership development rolled out across the organisation, and additional manager-focused development sessions • Enhanced our colleague benefits, including the launch of an improved Employee Assistance Programme in Europe • Enhanced focus on actions resulting from colleague engagement survey feedback A global team As of 30 September 2025, we have 2,073 colleagues (including contractors) across the world supporting our clients, made of three core groups – Sales, Delivery and Enabling Functions. Circa 98% of colleagues are permanent and the remainder are contractors to provide support on projects. People-powered, technology-enabled We want everyone here to feel safe – psychologically, emotionally and physically – so they can be themselves, share their experiences and have equal opportunities to succeed. Our team reflects the diversity of the world around us, and this is how we live our values: working together and being brilliant. Our approach to diversity, equity and inclusion (DE&I) We acknowledge our opportunities to contribute to diversity in the technology sector, with inclusion and diversity principles incorporated into our hiring and talent management processes. To further support DE&I, we’ve formed partnerships with external organisations such as Disability Confident and the Business Disability Forum in the UK to increase accessibility, not only for our current colleagues, but also a broader candidate pool. Unconscious bias training is included as part of our Global Onboarding programme via a specific session entitled “Working Across Cultures”. Furthermore, through our Manager Skills Boost sessions we reiterate the importance of awareness of unconscious bias in support of diversity, equity and inclusion. All colleagues complete the ethics module as part of our mandatory annual compliance training, which includes dignity and respect at work. We continue to support our core
NCC Group plc — Annual report and accounts for the year ended 30 September 2025 19
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