SOCIAL INDICATORS Introduction
Appendix
Materiality analysis and stakeholder engagement
Economic value and connectivity
CEO letter
Air SERBIA’s Story
Air Serbia in 2025 - year in review
Governance
Environment
Social
10.5 ESG Indicators — Remuneration & Gender Pay Equity
Unit
2024
2025
Captains
ratio (W/M)
-
1.12
First Officers
ratio (W/M)
-
0.99
Technical / Engineering
ratio (W/M)
-
0.69
Corporate Functions
ratio (W/M)
-
1.04
Managers
ratio (W/M)
-
0.87
Median gender pay gap (in favour of men unless noted)
Cabin Crew
%
-
0.0%
Captains
%
-
−2.0% (women earn more)
First Officers
%
-
−5.0% (women earn more)
STEM Roles
%
-
19.6%
Corporate Functions
%
-
−6.5% (women earn more)
Managers
%
-
7.4%
*The reported ratio is influenced by the limited size of the employee population included in the calculation, with the median based on four remuneration data points. Furthermore, the highest remuneration corresponds to an individual holding both a pilot position and an executive management role. As a result, the remuneration reflects a combination of operational and senior leadership responsibilities, which materially affects the ratio between the highest and median remuneration. **Results show a higher average fixed compensation among women within this group. However, this outcome is not indicative of a systemic trend, due to the narrow female sample in this category, making the outcome sensitive to individual profiles rather than structural trends.
Sustainability Report 94
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