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OWN WORKFORCE
Adequate wages [S1-10]
All amounts are translated into full-time equivalents (1 FTE) and converted into euros using the average monthly exchange rate to ensure consistent comparability within the Zumtobel Group. The unadjusted gender pay gap of the Zumtobel Group was 34.98% for the 2025/26 financial year (2024/25: 35.18%). This result reflects a number of structural factors, including the composition of the total workforce and the distribution of roles across regions and func- tions. In particular, differing job profiles and regional remuneration levels contributed to disparity in average income. The adjusted gender pay gap, which takes into account the organizational structure of the Zumtobel Group, calculates the gender pay gap per level in accordance with the company’s own grading system. This metric constitutes an entity-specific disclosure. The earnings gap at all levels is weighted according to the number of employees per level and included in the calculation. This adjusted calculation method reduces the gender pay gap at the Zumtobel Group to 10.5% (2024/25: 10.2%). The Zumtobel Group recognises the import- ance of equal pay between the genders and is actively committed to closing this gap. Steps are continually being taken to promote a more balanced representation of women across all roles, levels and regions and to ensure transparent, fair and inclusive remu- neration practices throughout the Group. The ratio of annual total remuneration for the highest paid individual to the median an- nual total remuneration for all employees of the Zumtobel Group (excluding the CEO but including the remaining Management Board members) was calculated using the same methodology. This ratio was 29.21 for the 2025/26 reporting period (2024/25: based on the adjusted calculation methodology: 29.26; based on the previous calculation methodology: 29.58).
The Zumtobel Group ensures that the wages and salaries it pays meet or exceed the legally required minimum in all countries. To further enhance fairness and equity, the company has introduced local pay guideli- nes based on external benchmarks, which reflect market-rate salaries at all locations. In addition, certain countries have collec- tive bargaining agreements in place that support fair remuneration practices. In all other countries (outside the EEA), the Group conducts assessments with the help of the WageIndicator Foundation in order to verify that remuneration is fair and sufficient to cover living expenses. The Zumtobel Group pays all of its own workforce fairly. In addition, the Zumtobel Group uses a standardised role- and responsibility-based job grading system. Grading is based on Mercer’s Inter- national Position Evaluation (IPE) metho- dology. This systematic evaluation process provides a transparent and comparable basis for classifying roles into pay bands, thereby supporting fair, consistent and market-driven remuneration decisions across the regions and organisational units.
Remuneration metrics [S1-16]
The unadjusted gender pay gap is defined as the difference of average pay levels bet- ween female and male employees, expres- sed as a percentage of the average pay level of male employees. The calculation includes all own employees (with the exception of apprentices, interns, external employees, employees on leave and members of the Management Board). The analysis is performed at the employee level and is based on the contractually agreed annual total remuneration, which includes base salary, the target variable remuneration, and performance-related and non-performance- related allowances (e.g. for transportation or living expenses).
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