Sustainability Report 2024
56
2-17 COLLECTIVE KNOWLEDGE OF THE HIGHEST GOVERNANCE BODY Sustainability is one of the pillars of our strategy. We promote knowledge in this area through regular internal communication in team meetings and by sharing content externally on social media, ensuring that the Executive Committee is aligned with the organization’s sustainability priorities. 2-18 PERFORMANCE EVALUATION OF THE HIGHEST GOVERNANCE BODY The performance evaluation of the Executive Committee is conducted annually, based on a comparison between the defined objectives and the results achieved, in a process that is not carried out independently. Since the company is still in its early stages, no changes in the composition of the governance body have occurred to date because of these evaluations.
2-19 REMUNERATION POLICIES
The Executive Committee’s remuneration structure includes a fixed component and a variable component. The variable component will only be awarded once the company achieves financial sustainability and has settled its debt. There are no sign-on bonuses or recruitment incentive payments, and severance payments follow legal stipulations. Similarly, retirement benefits are provided in accordance with the legal framework. No clawback mechanisms exist. The link between remuneration and sustainability objectives will be established once financial sustainability is achieved.
2-20 PROCESS FOR DETERMINING REMUNERATION
Our remuneration policy is not overseen by independent members or an independent remuneration committee. However, the opinions of stakeholders, including managers, are requested and considered. The Executive Committee’s salary package is subject to prior approval by the corporate structure, ensuring alignment with the interests of the managing partners. We do not use external consultants to determine remuneration. To date, remuneration policies have been approved unanimously by the managing partners. 2-21 PROPORTION OF TOTAL ANNUAL REMUNERATION The ratio of total annual compensation for the highest-paid individual compared to the median of total compensation for all other employees is 2,80. The ratio of the percentage increase in total annual compensation for the highest-paid individual to the median percentage increase in total annual compensation for all other employees (excluding the highest- paid individual) is 0,00.
Powered by FlippingBook