Bloomberg Gender-Equality Index - Key Performance Indicators
Bloomberg Gender-Equality Index
Key Performance Indicators August 2023
Bloomberg Gender-Equality Index - Key Performance Indicators
Bloomberg Gender-Equality Index (GEI) KPI Notice
KPI | Definition | |
Leadership | ||
Percentage of women | Percentage of women on the board directors, | |
oncompany board | of the total board size that are responsible for | |
the supervision of management, as of fiscal | ||
year-end.* | ||
This includes full-time directors only. Deputy members | ||
of the board and alternate directors will not be | ||
counted. Additional directors will be counted. If the | ||
companyhas both a supervisory board and a | ||
management board, this will refer to the directors on | ||
the supervisory board. Company secretaries (or board | ||
observers | ||
or censors) will not be counted. | ||
Chairperson is a woman | Indicates whether the board chair, or equivalent is | |
a woman. For European companies with a | ||
supervisory board and a management board, this | ||
field looks at the chairperson on the supervisory | ||
board. | ||
Gender balance in board | Percentage of the various committees of the board of | |
leadership | directors chaired/co-chaired by a woman. | |
Chief executive | Indicates whether the chief executive officer (CEO), | |
officer (CEO) is a | or equivalent, is a woman.For European companies | |
woman | with a supervisory board and a management | |
board, this field refers to the CEO of the | ||
management board or equivalent. | ||
ELLAKTOR's response
27,27% (31.12.2022)
Chairperson is not a woman
25% (Audit Committee,
Nomination & Remuneration
Committee, ESG Committee,
Strategy Committee)
Chief executive officer (CEO) is not a woman
Woman chief financial officer (CFO) or equivalent
Percentage of women executive officers
Chief diversity officer (CDO)
Indicates whether the chief financial officer (CFO), or equivalent, is a woman.
Percentage of women executives of the company, or members of equivalent management/executive body, of the number of executives as of fiscal year-end.
Executives are as defined by the company or as individuals that form the company executive committee/board or management committee/board or equivalent.*
Chief diversity officer (CDO), or officer reporting to the executive team (within two levels of executive management), dedicated primarily to diversity and inclusion (D&I) strategy at the company as of fiscal year- end. Can refer to a chief human resources officer (CHRO) ONLY in the case that they have a primary business function of developing and maintaining the company's D&I strategies.
The chief financial officer (CFO) or equivalent is not a woman
71% (31.12.2022)
(Annual Financial Report 2022, pages 109-110)
The Senior Sustainability & Corporate Social Responsibility Expert of the Group is dedicated primarily to diversity and inclusion (D&I) strategy.
2
Bloomberg Gender-Equality Index - Key Performance Indicators
KPI
Talent Pipeline
Percentage of women in total management
Percentage of women in senior management
Percentage of women in middle management
Percentage of women in non- managerial positions
Percentage of women in total workforce
Definition | ELLAKTOR's | |
response | ||
Percentage of women in management who have | 19,00% | |
senior-level, middle- or lower-level supervisory | ||
responsibilities of total management.* | ||
Percentage of women in management who have senior- | 17,16% | |
level supervisory responsibilities and are positioned in | ||
the management hierarchy within two levels of | ||
executive management of total management.* | ||
Percentage of women in management who have middle- or lower- | 19,62% | |
level supervisory responsibilities and are positioned in the | ||
management hierarchy three or more levels from executive | ||
management of total middle management.* | ||
Percentage of women employees in non-managerial roles, of total | 27,44% | |
non-managerial positions at fiscal year-end. | ||
Refers to women who work directly on a team as an | ||
individual contributor and have no responsibility as a | ||
manager to others.* | ||
Percentage of women in the total workforce, of | 26,93% | |
the total numberof company employees.* | ||
Percentage of women total promotions
Percentage of Women IT/Engineering
Percentage of new hires are women
Percentage of women attrition
Time-bound action plan with targets to increase the representation of women in leadership positions
Percentage of women promoted of total promotions during fiscal year-end.
Refers to women that were promoted or underwent career advancement out of total employees promoted.*
Percentage of women working in functional roles with IT (Information Technology) and/or Engineering (Research & Development; Programming/Coding) responsibilities at thecompany, of the total employees working in these roles.*
Percentage of women new hires, of the total number of new hires.*
Percentage of women employees that left the company, of the total employeesthat left the company.*
Indicates whether the company shares a publicly quantitative, time-bound action plan with targets to increase the representation of women in leadership positions.
Employees in leadership positions (which may include management with senior- level responsibilities) or employees with supervisory responsibilities for one or more direct reports.
28,77%
14,95%
24,27%
19,56%
No time-bound action plan with targets publicly available
Time-bound action plan with targets to increase the representation of women in the company
Indicates whether the company shares a publicly | No time-bound action | |
quantitative, time-bound action plan with targets to | plan with targets | |
increase the representation of women positionsin the | publicly available | |
company. | ||
3
Bloomberg Gender-Equality Index - Key Performance Indicators
KPI
Pay
Adjusted mean gender pay gap
Global mean (average) raw gender pay gap
Time-bound action plan to close its gender pay gap
Definition
Gender pay gap with reasonable adjustments made to consider role, location and tenure.
Raw gender pay gap measures the difference in total compensation between women and men, without adjusting for factors such as job function, level, education, performance, location, etc.
Indicates whether the company shares a publicly quantitative, time-boundaction plan to close its gender pay gap.
ELLAKTOR's response
Not available information
18,22%
Zeroing the gender pay gap for the same Grade (medium-term target)
Sustainability Report 2022, page 37
Executive compensation linked to gender diversity or diversity, equity and inclusion (DEI)
Inclusive culture
Number of weeks of
fully paid primary
parental leave
offered
Indicates whether a company's executive compensation, either short term or long term, is linked to gender diversity. This can include representation of women,the gender pay gap, etc.
Indicates the number of weeks of fully paid primary parental leave (or maternityleave) for employees globally (provided by the firm and/or government).
Primary caregiver is the person with primary responsibility for childcare or is the designated primary custodial parent. If the company offers maternity parental leave policies, we accept responses to primary parental leave policy questions according to the company's maternity leave policy.
There is Executive compensation linked to gender diversity or diversity, equity and inclusion (DEI), Remuneration Policy, page 9
17 weeks
Number of
weeks of fully
paid secondary
parental leave
offered
Parental leave retention rate
Indicates the number of weeks of fully paid secondary parental leave | 3 weeks | |
(or paternityleave) for employees globally (provided by firm and/or | ||
government). | ||
Secondary caregiver is the second parent who has a lesser | ||
responsibility for childcare duties. If the company offers paternity | ||
parental leave policies, we accept responses to secondary | ||
parental leave policy questions according to the company's | ||
paternity leave policy. | ||
Percentage of women employees that remained employed | 95,24 % | |
by the company 12 months after their return from parental | ||
leave out of all women employeesthat used parental leave | ||
during previous fiscal year | ||
Back-up family care services
or subsidies through the company
Indicates whether the company offers back-up family care to assist when there is a gap in regular care arrangements, or a subsidy to assist with the cost of care of a family member, to employees.
Flexible spending accounts (FSAs), to which the company does not contribute, do not qualify as a family care subsidy. Can include support offered through government services.
The company offers back-up family care (Monthly childcare allowance, children's camps during the summer season)
Bloomberg Gender-Equality Index - Key Performance Indicators
Flexible working policy
Employee resource groups for women
Unconscious bias training
Annual anti-sexual harassment training
The company offers an option to control the start or end times of the work-day or work-week (e.g. flextime) or offers an option to control the location where employees work (e.g. telecommuting, work from home).
This should exclude any COVID-19 related policies. Telecommuting is the option of employees to control the location of their work; commonly referred to as work from home.
Indicates whether the company has any employee resource groups or "Communities" focused on recruiting, retaining and developing women.
Indicates whether the company offered all employees unconscious bias training to raise self-awareness of implicit bias and provide tools or strategies to reduce discriminatory behaviours.
Unconscious bias refers to a preference for or against a person, perspective, or group that one is not aware of but, nevertheless, is communicated through statements or actions. Unconscious bias training aims to remove barriers to inclusion, engagement and performance by understanding our individual biases and providing knowledge to mitigate this inequity.
Indicates whether a company requires all employees to complete anti-sexual harassment training at least once a year. Anti-sexual harassment training explains the company's anti- sexual harassment policies, provides specific examples of inappropriate conduct and describes the processes and procedures for bringinga complaint
There is no relevant policy in place
ERGs are planned to be developed in 2024
Unconscious bias training is in the training program for 2024
anti-sexual harassment training will be included in the training program for 2024 and we will be held annually
*Alternatively, absolute values used to derive this percentage will be accepted
Take the next step.
For additional information, press the key twice on the Bloomberg Terminal®.Beijing | Hong Kong | New York | Singapore |
+86 10 6649 7500 | +852 2977 6000 | +1 212 318 2000 | +65 6212 1000 |
Dubai | London | San Francisco | Sydney |
+971 4 364 1000 | +44 20 7330 7500 | +1 415 912 2960 | +61 2 9777 8600 |
Frankfurt | Mumbai | São Paulo | Tokyo |
+49 69 9204 1210 | +91 22 6120 3600 | +55 11 2395 9000 | +81 3 4565 8900 |
bloomberg.com/GEI
The Bloomberg Gender-Equality Index (GEI) and the data included in these materials are for illustrative purposes only. The GEI is not intended to be used, nor is it permitted to be used, as a regulated financial 'benchmark' whether in the European Union, the United Kingdom, or in any other jurisdiction. Without limiting the foregoing, under no circumstances shall the GEI or any information or data provided in connection with the GEI be used for any of the following purposes: (i) valuation or accounting purposes; (ii) to determine any interest or other amounts payable under or in respect of a financial instrument or a financial contract; (iii) to determine the price at which a financial instrument may
be bought or sold or traded or redeemed; (iv) to determine the value of a financial instrument; or (v) to measure the performance of an investment fund, including without limitation, for the purpose of tracking the return of the GEI or of defining the asset allocation of a portfolio or of computing performance fees.
The BLOOMBERG TERMINAL service and Bloomberg data products, including the GEI (the "Services"), are owned and distributed by Bloomberg Finance L.P. ("BFLP") except (i) in Argentina, Australia and certain jurisdictions in the Pacific islands, Bermuda, China, India, Japan, Korea and New Zealand, where Bloomberg L.P. and its subsidiaries ("BLP") distribute these products, and (ii) in Singapore and the jurisdictions serviced by Bloomberg's Singapore office, where a subsidiary of BFLP distributes these products. BLP or one of its subsidiaries provides BFLP and its subsidiaries with global marketing and operational support and service. Certain features, functions, products and services are available only to sophisticated investors and only where permitted. BFLP, BLP and their affiliates do not guarantee the accuracy of prices or other information in the Services. Nothing in the Services shall constitute or be construed as an offering of financial instruments by BFLP, BLP or their affiliates, or as investment advice or recommendations by BFLP, BLP or their affiliates of an investment strategy or whether or not to "buy", "sell" or "hold" an investment. Information available via the Services should not be considered as information sufficient upon which to base an investment decision. The following are trademarks and service marks of BFLP, a Delaware limited partnership, or its subsidiaries: BLOOMBERG, BLOOMBERG ANYWHERE, BLOOMBERG MARKETS, BLOOMBERG NEWS, BLOOMBERG PROFESSIONAL, BLOOMBERG TERMINAL and BLOOMBERG.COM. Absence of any trademark or service mark from this list does not waive Bloomberg's intellectual property rights in that name, mark or logo. All rights reserved. ©2023 Bloomberg 2549850 0823
Attachments
- Original Link
- Original Document
- Permalink
Disclaimer
Ellaktor SA published this content on 19 October 2023 and is solely responsible for the information contained therein. Distributed by Public, unedited and unaltered, on 31 October 2023 11:25:16 UTC.