Gabriel_Annual_Report_2024-25 - Flipbook - Page 71
CONTENTS // SUSTAINABILITY STATEMENT // SOCIAL – OWN WORKFORCE
Accounting policies
The calculations were made at the end of the financial
year as the average number of employees (head count)
in the reporting period. The exception is the reporting
of workplace injuries, discrimination, harassment and
similar incidents, which are reported per person/incident.
To protect the employees’ personal data, all personal
data are handled in accordance with Gabriel’s GDPR
rules or similar legislation in non-EU states.
Characteristics of employees
The calculation of the number of employees in own workforce comprises all permanent and temporary full- and
part-time employees. See also the Financial highlights
overview on page 5 for information on average number
of employees. The overview only covers continuing operations, and the average number of employees in the
overview therefore differs from the average number of
employees stated in the sustainability statement.
The employee head count by gender comprises the categories male, female and other. Gender is based on the
employees’ own specification as female/male/other.
The employee head count by country is the number
of employees reported by the companies in countries
where Gabriel has more than 50 employees representing at least 10% of the total number of employees on 30
September in the reporting period.
Permanent employees are employees whose employment contract has no expiry date. Temporary employees are employees whose employment contract has
an expiry date. Non-guaranteed hours employees are
employees paid by the hour and employed without a
guarantee of the number of working hours.
Employees who have left Gabriel shows how many employees left the Group during the financial year. The figure
includes everyone regardless of whether their departure
was voluntary, involuntary, by mutual agreement, pensioning off etc. The turnover ratio is calculated by dividing the average total number of employees in the financial year by the number of employees who left Gabriel
during the financial year, multiplied by 100. Departure
is calculated from the month from which the employee
no longer receives pay from Gabriel.
Working conditions
The starting point for assessing adequate wages within
the EU is whether the wage to the lowest paid employee is
equal to or more than 50% of the average gross wage (in
the state in which the person is employed). If a minimum
wage applies in the EU state in question, adequate wages
are assessed on whether this requirement is observed.
In states outside the EU, the https://wageindicator.org/
salary/living-wage is used as benchmark.
The percentage of employees covered by collective
agreements is calculated by dividing the number of
employees covered by collective agreements by the
number of employees.
The percentage of employees covered by social dialogue is calculated by dividing the number of employees
covered by social dialogue by the number of employees.
Health and safety
A fatal work accident is a fatal work-related injury. A
work-related accident is an accident that happens during
work hours and results in injury.
Gabriel computes the number of work-related injuries by
dividing the respective number of cases by the number
of total hours worked by people in Gabriel’s own workforce, multiplied by 1,000,000. These figures thus represent the number of cases per one million hours worked.
The breakdown of employees by age group is based on
the information reported by the individual units at the
end of the financial year.
The calculation of any gender pay gap is based solely on
own employees in Gabriel’s companies. The gender pay
gap is defined as the difference of average pay levels
between female and male employees, expressed as
percentage of the average pay level of male employees.
The annual total remuneration ratio is the ratio of the
highest paid individual to the median annual total remuneration for all employees (excluding the highest-paid individual). The Group’s highest paid individual is
Gabriel’s CEO, and the remuneration comprises fixed
basic salary, usual employee benefits, pension contributions and possibly cash bonus. We also refer to the
Group’s remuneration report.
Diversity, equal treatment and opportunities for all
The Board of Directors is defined as the persons who were
elected to serve on the Board by the general meeting.
The management level below the Board of Directors
is defined as the top management and consists of the
Executive Board, which is registered with the Danish
Business Authority. This definition differs from the definition used in ESRS S1 AR 71.
71
