• Objective of sustainable development strategy :

    Strategic objectives:

    • Building a diverse and inclusive work environment

    Operational objectives for 2023:

    • Maintaining year-to-year comparability of remuneration of women and men hired at alike positions (according to salary rate)

    Achievement of objectives:

    • 3.41% – adjusted pay gap for Śnieżka SA and Śnieżka ToC

In 2023, the Group continued to review incentive systems in individual companies. This was related to on-going work on updating and refreshing the regulations governing applicable work organization and remuneration systems at Śnieżka SA and Śnieżka ToC. These regulations are firmly embedded in the law and in the processes implemented by the companies.

The evaluation of job positions by the Evaluation Committee is one of the pillars of the remuneration system in the parent company. In 2023, the Evaluation Committee reviewed all positions held in both companies. In addition, in response to the changing organizational structure and updating the scope of tasks and responsibilities of individual positions, the new ones were subject to evaluation.

On this basis, an objectively justified scale and salary chart came into being. In 2023, two remuneration reviews were carried out covering all employees of FFiL Śnieżka SA and Śnieżka ToC. Additionally, as a result of the work of the Evaluation Committee and the comparison of remuneration in the companies to the market level, the level of the lowest remuneration was raised above the minimum wage. The change was made after pay rates had been verified and updated. The above activities are consistent with the strategy to ensure that remuneration is competitive with the market.

The Group’s objective is also to maintain the comparability of salaries of women and men taken on at similar positions. Monitoring of this objective is performed in stages, beginning with FFiL Śnieżka SA and Śnieżka ToC.

[ESRS S1-16]

Wage indicators (wage gap and total remuneration)

Wage indicators (wage gap and total remuneration)

FFiL Śnieżka SA Śnieżka Group
Wage gap, defined as the difference between the average level of gross earnings per hour for men and women, expressed as a percentage of the average level of gross earnings per hour for men. The indicator is calculated on the entire employee population in the organization. -11.32% -11.29%
The annual total remuneration of the highest earner compared to the median total annual remuneration of all employees (except the highest earner) 17.95 18.81

According to the presented analysis results, the average hourly rate of women in the case of the non-adjusted pay gap is 11.32% higher for women than for men in FFiL Śnieżka SA, and in the case of the Śnieżka Group this difference is 11.29%.

3.41%

adjusted pay gap for Śnieżka SA and Śnieżka ToC in 2023

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.