Raluca CHIȚU Human Resources Project Manager Diversity and equal opportunities PENNY could not operate without the help of thousands of employees from different cultural backgrounds. We value diversity and focus our human resource management activities on promoting a diverse employee structure and maintaining a workplace free of discrimination for employees regardless of gender, age, religion, sexual identity, origin or disability. At the same time, we work hard to ensure that all employees have equal opportunities. This also includes fair pay for all genders. Equal pay for equal work is essential for REWE Group, and we apply this principle too. This is largely ensured by collective labor agreements, as they mean that pay is based on the respective pay grade and does not depend on gender or other factors. However, there are some differences between women's and men's salaries, which vary according to employee category and function. This allows us to track the annual evolution of gross salaries and total remuneration (including bonuses) according to these categories. It can be seen that women in managerial positions generally have a higher level of compensation, while in executive positions they generally have a lower salary. Women in management positions in logistics centers and headquarters earn 15.6%, respectively 4% more than men in gross salary. If bonuses are included, they earn 15.4% more than men in logistics centers, but 2.3% less at headquarters. In executive positions, women are generally paid less than men, with a difference of 5.6% for logistics centers and 15.1% for headquarters, and only 0.8% for stores if we refer to gross wages. These statistical differences can be explained by the specifics of the retail activity, in particular by seniority and professional expertise of the role, the tendency to fluctuate for certain functions or positions involving increased physical effort. The remuneration of women and men in the stores is the most balanced. In executive positions, women are paid 0.9% less and in management positions 6.1% less than men. The percentage is similar for gross pay. * Employees have been classified into two types of functions: management – this category includes all functions with subordinate employees, and executive – this category includes employees who are not part of the management staff. Ratio of basic salary of women to men* 2021 2022 Execution Management Execution Management Headquarters 1:0.832 1:1.018 1:0.869 1:1.042 Logistics centres 1:0.901 1:1.098 1:0.947 1:1.185 Stores 1:0.996 1:0.960 1:0.992 1:0.950 Ratio of total remuneration of women to men** 2021 2022 Execution Management Execution Management Headquarters 1:0.755 1:0.970 1:0.762 1:0.977 Logistics centres 1:0.827 1:1.116 1:0.893 1:1.182 Stores 1:0.996 1:0.955 1:0.991 1:0.945 * Calculated using the average gross annual salary for all active full-time employees in December 2021 and 2022 respectively with full-year pay (contract duration ≥12 months). The calculation took into account employees' positions at the end of the year (not taking into account changes made during the year). ** Calculated using average total remuneration, which includes gross salary and bonuses, while benefits and overtime are excluded Our policies and practices on human rights, diversity and equal treatment issues are based on the UN Universal Declaration of Human Rights and International Labour Organisation (ILO) conventions. We strictly condemn any form of physical abuse or violent threats, sexual, physical or psychological harassment, forced labor and exploitation of minors. Similar to the previous year, during 2022, there were no incidents related to discrimination assessed by the company or other labor code violations. Our employees are encouraged to make complaints and can seek support from employee representatives SUSTAINABILITY REPORT PENNY ROMANIA 2022 186/250 SUSTAINABILITY STRATEGY ABOUT US AND OUR VALUE CHAIN THE FUTURE IS MADE TODAY SUSTAINABILITY HIGHLIGHTS MESSAGE FROM THE GENERAL DIRECTORS CONTENTS SUSTAINABILITY STEP BY STEP
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