|
|
|
|
OMISSION |
|
|
|
|
|
|
||||
DISCLOSURE |
|
LOCATION |
|
REQUIREMENT(S) OMITTED |
|
REASON |
|
EXPLANATION |
|
GRI SECTOR STANDARD REF. NO. |
|
SDGs |
|
Information |
GRI 405: Diversity and Equal Opportunity 2016 |
||||||||||||||
3-3 Management of material topics |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
405-1 Diversity of governance bodies and employees |
|
|
|
|
|
|
|
|
|
|
5, (8), 10 |
|
|
|
405-2 Ratio of basic salary and remuneration of women to men |
|
|
|
405-2 |
|
Information unavailable/incomplete |
|
Compensation levels are solely based on the exercised functions at ProSiebenSat.1 Group and are therefore gender neutral. A fair compensation in line with market standards is assured through various mechanisms, such as position assessments and benchmarking reviews, as well as compliance with legal requirements (Allgemeines Gleichbehandlungsgesetz; Entgelttranzparenzgesetz). For a useful comparison of the compensation of men and women, comparable positions as well as necessary qualifications, experiences etc. need to be taken into account. The sole comparison of the average compensation of men and women does not consider these necessary aspects and therefore does not produce a valid comparison. Therefore, this KPI is not assessed and consolidated on a Group level. |
|
|
|
5, (8), 10 |
|
|