Coinbase Ireland Limited Gender Pay Gap Report 2025

Coinbase is on a mission to increase economic freedom in the world. We’re updating the century-old financial system by providing a trusted platform that makes it easy for people and institutions to engage with cryptocurrency assets, including trading, staking, safekeeping, spending, and fast, free global transfers. 

Coinbase has had an office in Dublin since 2018. Coinbase Ireland Limited is an Electronic Money Institution (EMI) regulated by the Central Bank of Ireland. Our operation in Ireland leverages deep local talent in the areas of financial services and technology.

In keeping with Ireland’s Gender Pay Gap Information Act 2021, this report details gender pay gap metrics for Coinbase Ireland Limited. The specific metrics in this report relate only to Coinbase Ireland Limited and its contracted employees.

The results below set out the gender pay gap metrics for Coinbase Ireland Limited, with a snapshot date of 30 June 2025 and a reference period of 1 July 2024 – 30 June 2025. In the period under consideration, our headcount was 132, of whom 58 were women and 74 were men. We had no part-time or temporary workers at the snapshot date.

Hourly Remuneration refers to the difference in total earnings between men and women on a mean (average) and median (middle ranking) basis across all our employees. A positive percentage indicates a difference in favour of men. A negative percentage indicates a difference in favour of women.

Bonus Receivers sets out the proportion of men and of women who receive any form of bonus. ‘Bonus’ for this purpose includes referral bonuses, relocation bonuses, spot cash awards, RSU awards, and annual cash bonuses.

Bonus Gap refers to the difference between men and women on the value of all bonus items taken together, across all employees who received a bonus.

The lower quartile sets out, in respect of the lowest paid quarter of our people by hourly remuneration, what percentage are men and what percentage are women. The upper quartile sets out, in respect of the highest paid quarter of our people by hourly remuneration, what percentage are men and what percentage are women. The same logic applies to the lower middle quartile and the upper middle quartile.

Benefits in kind sets out the percentage of our people who are in receipt of non-cash benefits of monetary value, including (but not restricted to) provision of health insurance, vision or dental cover, and stock purchase at preferential prices.

Coinbase has a transparent and equitable pay philosophy. Compensation is set at levels that are highly competitive when compared to similar roles elsewhere in the market. 

Base salary, annual cash bonuses, and RSU awards have a set value according to role and level. Neither gender nor any other illegitimate discriminatory factor has any effect on these pay targets. 

Coinbase reviews compensation for each role and level annually. The objective of that review is to ensure that compensation remains in the top quarter compared to equivalent roles in the market. Where that review results in the adjustment of pay, the adjustment will be applied to all people in that same role and level.

Cash bonuses and RSU awards may be increased only based on company and individual performance.

As Coinbase applies set pay for any given role/level, we are completely confident that we pay equitably. The Gender Pay Gap is not a measure of Pay Equity.

Pay Equity simply means there is no differentiation in employee remuneration because of gender or other illegitimate discriminatory factors. The application of Pay Equity ensures that women and men doing the same or comparable work are paid equitably, all other things being equal. Pay Equity is a natural outcome of Coinbase’s current pay practices.

Under Irish government rules, the Gender Pay Gap measures the broad average and median of pay for men and for women across the organisation. The Gender Pay Gap takes no account of the different roles/levels that may be occupied by men and women. 

An organisation applying Pay Equity principles can still have a Gender Pay Gap. This is because Pay Equity requires equitable treatment within roles/levels, while the Gender Pay Gap does not take account of different roles/levels.

The reason for a Gender Pay Gap at Coinbase Ireland Limited relates to the fact that men and women occupy different proportions of different roles/levels in the business, and compensation for all roles/levels is dependent on responsibilities required for each role and level. 

In particular, there are a small number of senior, higher paid roles in Coinbase Ireland Limited involving people at Director and Vice President levels. At present those roles/levels, which are filled on the basis of merit, happen to be occupied by men. If it happened that in the future the same roles/levels were occupied by women, it is highly likely that our gender pay gap metrics would be in favour of women, particularly on a mean basis. However this is hypothetical: gender will not come into consideration when we hire for these (or for any other) roles at Coinbase.

Coinbase is happy with our practice and our philosophy on hiring, promotion, and pay. 

We are clear that any gender pay gap at Coinbase Ireland Limited arises from the split of roles/levels between men and women as it stands at the current moment. It does not arise from any inequitable practices on hiring, promotion or pay. It would in our view be a mistake to alter our current transparent, fair and competitive practices in reaction to our gender pay gap metrics.