JPMORGAN CHASE & CO
For the period ended Dec 31, 2025. Filed Feb 13, 2026.
View on SEC.govAbout this filing
A company's yearly report to the SEC, with audited financial statements. It is the fullest account a company gives of its business, its finances and the risks it sees.
FY2025 · Filed Feb 13, 2026
Extracted filing text, with the paragraph anchors used by the comparison.
See the whole filing, with its images and exhibitsContents
Human capital
JPMorganChase believes that its long-term growth and success depend on its ability to identify, attract, develop, retain and engage talented employees and foster an inclusive work environment. The information provided below relates to JPMorganChase’s full-time and part-time employees and does not include the Firm’s contractors.
Global workforce
As of December 31, 2025, JPMorganChase had 318,512 employees globally. JPMorganChase’s employees are located in 66 countries, with 58% of the Firm’s employees located in the U.S. The following table presents the distribution of the Firm’s global workforce by region and by line of business (“LOB”) and Corporate as of December 31, 2025:
| Employee Breakdown by Region | Employee Breakdown by LOB and Corporate | ||
|---|---|---|---|
| Region | Employees | LOB | Employees |
| North America | 185,208 | CCB | 144,196 |
| Asia-Pacific | 96,499 | CIB | 94,563 |
| Europe/Middle East/Africa | 31,030 | AWM | 29,722 |
| Latin America/Caribbean | 5,775 | Corporate | 50,031 |
| Total Firm | 318,512 | Total Firm | 318,512 |
Workforce composition
The following table presents information based on voluntary self-identifications by the Firm’s employees, including members of the Firm’s Operating Committee and other senior level employees, as well as members of the Board of Directors, as of December 31, 2025. Information on race/ethnicity of employees is categorized based on Equal Employment Opportunity classifications and is presented for U.S. employees who self-identified, and information on gender is presented for global employees who self-identified. Information on race/ethnicity and gender for members of the Operating Committee and the Board of Directors reflects all such members. Information on LGBTQ+ and veteran statuses is based on all U.S. employees, and all members of the Operating Committee and the Board of Directors. Information on disability status is based on all U.S. employees and all members of the Operating Committee.
| December 31, 2025 | Totalemployees | Senior level employees(e) | Operating Committee | Board of Directors(f) |
|---|---|---|---|---|
| Race/Ethnicity:(a) | ||||
| White | 42% | 74% | 100% | 82% |
| Hispanic | 22% | 6% | —% | —% |
| Asian | 20% | 14% | —% | —% |
| Black | 13% | 5% | —% | 18% |
| Other(b) | 3% | 1% | —% | —% |
| Gender:(c) | ||||
| Men | 52% | 71% | 46% | 45% |
| Women | 48% | 29% | 54% | 55% |
| LGBTQ+(d) | 4% | 2% | 8% | —% |
| Military veterans(d) | 3% | 2% | —% | 9% |
| People with disabilities(d) | 5% | 3% | —% | —%(g) |
(a)Presented as a percentage of the respective populations who self-identified race/ethnicity, which was 97% and 95% of the Firm’s total U.S.-based employees and U.S.-based senior level employees, respectively, and all members of the Operating Committee and the Board of Directors.
(b)Other includes American Indian or Alaska Native, Native Hawaiian or Other Pacific Islander, and Two or More Races.
(c)Presented as a percentage of the respective populations who self-identified gender, which was 99% of each of the Firm’s total global employees and senior level employees, and all members of the Operating Committee and the Board of Directors.
(d)Presented as a percentage of total U.S.-based employees, total U.S.-based senior level employees, all members of the Operating Committee, and all members of the Board of Directors, respectively.
(e)Senior level employees represents employees with the titles of Managing Director and above.
(f)Excludes Todd A. Combs, who resigned from the Firm’s Board of Directors, effective December 7, 2025. Refer to Recent Events on page 50 for additional information.
(g)The Firm has not asked members of the Board of Directors to self-identify disability status.
Attracting and retaining employees
The goal of JPMorganChase’s recruitment efforts, which leverage a variety of channels to source from a broad pool of candidates, is to attract and hire highly qualified talent in all roles and at all career levels. The Firm’s hiring practices focus on the skills and qualifications of a candidate relative to the job requirements.
The Firm strives to provide both external candidates and internal employees who are seeking a different role with rewarding career opportunities. These opportunities range from internship training programs for students to entry-level, management and executive careers.
Developing employees
JPMorganChase supports the professional development and career growth of its employees. The Firm offers voluntary training programs and educational resources to all employees covering a broad variety of topics such as leadership and management, artificial intelligence, data literacy and operational and professional skills. Leadership Edge, the Firm’s global leadership and management development center of excellence, is focused on creating one Firmwide leadership culture. In addition, the Firm requires that its employees, including new hires, complete a training curriculum that covers, among other topics, information concerning Firm policies and standards.
Rewarding and supporting employees
The Firm provides market-competitive compensation and benefits programs. JPMorganChase’s compensation philosophy includes guiding principles that drive compensation-related decisions across the Firm, including pay-for-performance practices that are designed to attract and retain top talent, to be responsive to and aligned with shareholder interests, and to reinforce the Firm’s culture and Business Principles that guide how the Firm does business. The Firm follows a disciplined and balanced compensation framework, including the integration of risk, controls and conduct considerations. The Firm’s compensation approach is designed to pay the Firm’s employees fairly and competitively for the work they do.
JPMorganChase offers extensive benefits and wellness packages to support employees and their families, which vary depending on location and include healthcare coverage, retirement benefits, life and disability insurance, access to on-site health and wellness centers, counseling and resources related to mental health, time away policies, child care access and support, tuition assistance, and financial education.
The text of this filing, as the company filed it with the SEC, without its images or exhibits. This is not investment advice.