Diversity and equal opportunity (GRI 405)

Management approach diversity and equal opportunity

Through diversity and equal opportunity, Geberit can increase its attractiveness as an employer and also make a contribution to the cohesion of society. Little diversity and a lack of equal opportunity in the company harbours risks and can lead to lower levels of employee satisfaction and loyalty as well as impair the reputation of the company. It can also exacerbate the increasing skills shortage in the company and diminish its innovative strength, as the requirements of different target groups are not sufficiently taken into consideration in the development of products. Conversely, diversity and equal opportunity in the company can increase its appeal for both existing and future employees. Cooperation between different population groups also strengthens mutual understanding for their respective needs and purchase behaviour, and gives impetus for innovations in product development and marketing. Geberit has the goal of reinforcing its position as a responsible and attractive employer with specific measures with regard to a heterogeneous workforce.

Geberit offers all employees the same opportunities and strives towards finding the best candidate for every position. Geberit supports diversity and promotes equal opportunities irrespective of gender, ethnic origin, skin colour, age, religion and nationality. In its Code of Conduct, Geberit emphasises the importance of promoting diversity and creating a culture that enables all employees to develop their full potential in the company.

Geberit pursues a fair and non-discriminatory employment practice in accordance with prevailing national and international law. Recruitment, training courses and promotions depend solely on individual performance, as well as skills and potential regarding the requirements of the position in question.

Protection of the principles of equality is anchored in the Geberit Code of Conduct. This includes the prohibition of discrimination against any employee on the basis of gender. Fair and equal pay for women and men is guaranteed as follows:

• Job assessment by function in accordance with the proven Korn Ferry Hay method on the basis of know-how, thinking ability and accountability. All jobs are pooled in a Group-wide grading system. The resulting grade is the basis for determining an employee’s pay. This guarantees gender-neutral, fair salary structures.
• Binding wage agreements with set pay grades at many Geberit sites.

Based on a strategic review carried out on the topic of diversity and equal opportunity, a Group-wide directive is currently being drawn up that reinforces the company’s commitment towards an inclusive working environment and establishes guidelines for equal opportunity and the reconciliation of working, family and private life. The Group directive should be supplemented by local standards.

Geberit has an inclusive corporate culture and creates jobs for people with disabilities. The share of inclusive jobs (internal jobs plus assembly and packaging jobs consciously outsourced to external workshops) amounted to around 3.5% of all full-time jobs in the last survey in 2021, see Social responsibility. This share should be further increased in the medium term.

Diversity of governance bodies and employees (GRI 405-1)

The proportion of female employees at the end of 2023 was 24% (previous year 24%), and for management this figure was 11% (previous year 11%). The six-member Board of Directors has two female members, which represents a share of around 30%.

Geberit would welcome more women in managerial positions. However, as is typical for the industry, the number of women in management is only increasing slowly at present. The proportion of females in Geberit’s most important customer target group – plumbers – is also extremely low. For example, in Switzerland the proportion of female plumbers is lower than 3%.

People of all ages work together hand in hand at the company. Senior employees pass on their knowledge to the next generation, and in turn benefit from the new perspectives offered by the young talents. 13% of the workforce is under 30 years of age, 41% between 30 and 45, and 46% over 45. Around 35% of employees have worked at the company for over 15 years. The goal is to have a good mixture of ages.

For key figures on diversity in terms of gender and age structure, see Key figures sustainability > Employees and society.

Ratio of remuneration between women and men (GRI 405-2)

According to the annual survey of all Geberit Group companies, no differences between the basic salaries of women and men exist anywhere within the Group.

An equal pay analysis carried out in 2021 at all Geberit companies in Switzerland confirmed that equal pay between female and male employees is upheld. The results were audited and confirmed by the certified auditors PwC.