REPORT ON EQUALITY AND EQUAL PAY
Introduction
On 6 July 2017, the German Act on the Promotion of Pay Transparency between Women and Men (Entgelttransparenzgesetz - EntgTranspG) came into f o r c e . The Act requires companies with more than 500 employees to prepare a report on gender equality and equal pay if they are obliged to prepare a management report in accordance with Sections 264 and 289 of the German Commercial Code (HGB). This report should present measures to promote equality between women and men and their effects as well as measures to achieve equal pay for women and men.
The report must also contain information on the average total number of employees and the average number of full-time and part-time employees, broken down by gender. We fulfil this legal obligation below.
Measures to promote equality between women and men and their impact
We develop and promote an inclusive culture in our company that sees diversity as an enrichment and enables all employees to realise their full potential and make their full contribution. Bertrandt is committed to equal opportunities and equal rights and promotes an environment of mutual respect. We are committed to firmly opposing any form of discrimination, harassment or unjustified disadvantage based on gender, ethnic or social origin, age, skin colour, nationality, religion, marital status, sexual orientation, origin, physical, psychological or mental impairment or other characteristics that enjoy special protection under applicable laws or regulations.
Ensuring equal opportunities in the workplace is part of our HR policy and the responsibility of managers, employee representatives and individual employees. The "Diversity & Inclusion" project group exists at Bertrandt to provide special support for this development.
In our company, personnel decisions are always made on the basis of objectively verifiable personal suitability and qualifications, regardless of gender. Bertrandt supports the professional development of all genders equally, taking into account individual and changing life circumstances. The aim is for all individuals to be able to contribute their respective strengths in demanding expert, project or management positions.
Bertrandt has always supported the compatibility of work, family and leisure time through various programmes. We offer our employees a wide range of options in the form of flexible flexitime models or part- time programmes. We do not set a minimum limit for part-time working, but take into account the needs of our employees and adapt working hours to individual requirements.
opportunities, provided there are no obstacles in this regard due to the company's operations or the area of responsibility. Socio-economic surveys show that women continue to take on the majority of care work.1 We want to give our managers extensive flexibility in organising their working hours and, in particular, further strengthen women in management positions and open up new opportunities for men. For this reason, we also offer our managers a comprehensive range of part-time options. These modules are flanked by the option of mobile working for a large number of employees.
Over the past five years, we have increased the proportion of women in the total workforce by more than 2 percentage points to 23.5%. The proportion of women in management positions has also increased to 10.8%, partly due to the offer of part-time work.
We regularly review our wide range of work-life balance programmes in order to continuously develop them further in line with business requirements.
In order to continually sensitise our employees to equal rights and equality, we conduct mandatory annual training sessions on topics such as the various dimensions of diversity, preventing discrimination and our social responsibility. Equality of all genders and potential violations are also addressed as part of the training on the General Equal Treatment Act (AGG). Our managers are instructed and take care to act as role models in every respect, to monitor the legality of all behaviour on behalf of the Bertrandt Group and to promote our corporate culture with regard to professionalism, ethics and compliance.
Measures to achieve equal pay for women and men
Bertrandt pursues the goal of remunerating all employees in a performance-related, market-orientated and objectively comparable manner. In the past, external benchmark data was regularly taken into account for this purpose.
We are currently working on designing a remuneration system for the company and, in cooperation with a renowned external consultancy firm, are paying particular attention to ensuring that s employees receive transparent and fair remuneration that excludes discrimination on the basis of gender.
In this context, the organisation of company-specific task types is envisaged, the respective task characteristics of which require a person-independent job evaluation (by means of objective job evaluation criteria).
1 *Deutsches Institut für Wirtschaftsforschung e.V. (2023): DIW Weekly Report 9 2023, Gender Pay Gap and Gender Care Gap rise sharply until midlife, pp. 100-105
pay groups). The task evaluation is generally based on gender-neutral criteria of an overarching, summarised and transparent evaluation system.
The establishment of a company audit procedure in accordance with Section 17 EntgTranspG follows on from this process. Enquiries pursuant to Section 10 EntgTranspG have been processed since this law came into force. In the 2022/2023 financial year, a total of 10 requests were received for review in accordance with Section 10 EntgTranspG. If the annual salary rounds overlap with periods of employment without pay, such as parental leave, it is ensured that employees participate in the budgets of salary rounds that have already expired after their return.
Information in accordance with Section 21 (2) of the Remuneration Transparency Act*
|
Key figure (mean value, rounded) |
Unit |
2021/2022 |
2018/2019 |
Change |
|
Workforce development |
||||
|
Employees |
12.387 |
13.419 |
-1.032 |
|
|
Distribution by gender |
Quantity |
|||
|
Male |
9.631 |
10.575 |
-944 |
|
|
Female |
2.756 |
2.844 |
-88 |
|
|
Distribution full-time |
Quantity |
|||
|
Male |
8.756 |
9.723 |
-967 |
|
|
Female |
1.975 |
2.170 |
-195 |
|
|
Distribution part-time |
Quantity |
|||
|
Male |
875 |
852 |
23 |
|
|
Female |
781 |
674 |
107 |
*Publication period starting for the year 2018/2019 and every three years thereafter.
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Disclaimer
Bertrandt AG published this content on December 18, 2024, and is solely responsible for the information contained herein. Distributed by Public, unedited and unaltered, on December 18, 2024 at 14:20:46.197.
