[S1-16] Compensation metrics (pay gap and total compensation)
Gender pay gap, defined as the difference of average pay levels between female and male employees, expressed as percentage of the average pay level of male employees
Due to technological requirements and the availability of workers in the labour market for occupational groups necessary for carrying out the Group’s core activities, the Group predominantly employs men. These are mostly operational/manual positions involving shift or continuous work systems.
As a result of working in shift or continuous systems, employees are entitled to additional variable components of remuneration. Therefore, among the vast majority of male employees, the variable portion of remuneration is proportionally higher than among female employees.
To summarise, due to the current employment structure in the Group, women on average receive a higher base salary than men. At the same time, due to technological needs and the organisation of work, men on average receive significantly higher variable remuneration than women. The combination of these two effects results in an average total remuneration difference of 5.5% in 2024 in favour of men.
As a result of working in shift or continuous systems, employees are entitled to additional variable components of remuneration. Therefore, among the vast majority of male employees, the variable portion of remuneration is proportionally higher than among female employees.
To summarise, due to the current employment structure in the Group, women on average receive a higher base salary than men. At the same time, due to technological needs and the organisation of work, men on average receive significantly higher variable remuneration than women. The combination of these two effects results in an average total remuneration difference of 5.5% in 2024 in favour of men.
Gender pay gap between employees by categories of employees broken down by ordinary basic salary and complementary or variable components
Ratio between the remuneration of the highest paid individual and the median remuneration for the employees (excluding the highest-paid individual)
1 Excluding suspended employees.
- In preparing the information required under point 97(b), all employees were taken into account.
- Depending on the remuneration policy applied by individual employers within the enterprise, the following components were included:
- base salary, which is the sum of guaranteed, short-term, and non-variable cash compensation;
- benefits in cash, which is the sum of the base salary and cash allowances, bonuses, commissions, cash profit-sharing, and other forms of variable cash payments;
- benefits in kind, such as cars, private health insurance, life insurance, wellness programmes; and
- direct remuneration, which is the sum of benefits in cash, benefits in kind
- and total fair value of all annual long-term incentives (for example, stock option awards, restricted stock shares or units, performance stock shares or units, phantom stock shares, stock appreciation rights, and long-term cash awards).
- The following formula was used to calculate the annual pay ratio:
- (Total annual remuneration of the highest-paid individual in the company)/ (Median annual total remuneration of all employees, excluding the highest-paid individual).
Indicators (S1) 97a and (S1) 97b are based on the same group of pay components.