3.41%
The indicator considers the level of job classification and the diversity of roles within the organization, which allows for a more precise and fair comparison of remuneration between employees of both genders. The adjusted wage gap enables to assess whether there are wage differences between men and women performing work of comparable value to the company and what the level of any differences is. This is particularly essential for the Group in the context of promoting equality and fair pay, which is one of its priorities.
The job evaluation methodology applied by the Group, neutral in terms of the gender of the employees, ensures that the analysis of the adjusted wage gap is based on objective and fair criteria. This helps ensure that any differences in wages are justified solely by differences in responsibilities, skills and job requirements, and not by employee gender.
The choice of the adjusted wage gap as the preferred indicator is therefore not only justified by the specificity of the Group, but also allows for effective efforts to achieve equality and justice in the workplace. Owing to this approach, the Group is able to effectively identify areas requiring intervention and take precise actions to ensure equal opportunities and fair treatment of all employees.