Equal pay for men and women

Goal: comparable compensation for comparable tasks

This issue of compensation at VAUDE is not primarily a question of whether men and women are paid unequally, but whether the same or similar activities are compensated for equally. Employees performing similar activities should receive comparable compensation regardless of their gender.

To achieve this and to balance existing pay differences, we began developing and defining a payroll system in 2012.

Measures implemented starting in 2014

The goal of the payroll system is to reward comparable activities equally and non-comparable activities at different levels. To achieve this, various measures have been defined which will be implemented starting in 2014.

As a basis of the system, all sites were evaluated in the company using a point-based system and divided into different functional levels. For each of these functional levels, compensation ranges have been defined.

Transparency of salary ranges

The respective compensation value of each employee within a functional ranking is based on various aspects such as performance, seniority, experience and age. The functional ranking and compensation ranges are published on the intranet in order to increase the transparency of our salary structures.

Further measures include the introduction of a minimum wage and a “cafeteria plan” defining non-monetary additional services, which will be implemented gradually within a fixed timetable.

GRI:

LA13

GRI:

DMA Equal Remuneration for Women and Men

Limited comparability of the figures

When comparing salaries, it is clear that salaries and total compensation are equally distributed at VAUDE between men and women at the department head level. The same applies to the team leader level in administration.

At the team leader level in the commercial sector, salaries between men and women deviate more from each other. Based on an organizational structure that developed gradually over the years, the criteria for the formation of a team are generally very different, both in terms of the technical requirements as well as objective measures such as number of employees or sales strength and responsibility. As such, the comparability of the figures is limited.

As a part of the introduction of our payroll system as well as analysis of the numbers, (Logib-D program “Equal pay at work – Germany” made available by the Federal Ministry for Family Affairs, Senior Citizens, Women and Youth) we will analyze the comparability of the figures and, where appropriate, develop our own indicators that have more explanatory power.

All managers are calculated in the administration, except for five team leaders in logistics and maintenance and two team leaders in production.

Salary system closes gap

Until recently, we did not have a deliberate approach to dealing with unequal pay and the comparable compensation of men and women in general at VAUDE. This gap has been closed by the introduction of the payroll system in 2014.

The pay range for different positions is presented transparently. This classification does not allow for distinctions based on gender or other clearly set forth criteria such as skin color or origin. See " Diversity in a world that’s worth living in“.

Participation in the Logib-D program

In addition to introducing our payroll system, VAUDE is taking part in the Logib-D program ("Equal pay at work- Germany") of the Federal Ministry for Family Affairs, Senior Citizens, Women and Youth along with 200 other companies. Logib-D was launched to raise companies’ awareness of financial equal opportunity for their employees. Compensation structures of the company are analyzed in terms of gender aspects.

Adjustment of salaries in the transfer of company ownership in 2009

In the course of passing down the company to the next generation at VAUDE in 2009, hierarchy levels were integrated and some obvious inequalities in salaries were adjusted accordingly. The latest figures show that except for the team leaders in the commercial sector, all salaries of our executives are distributed regardless of gender.

However, thus far the comparability of activities, as described above, is limited. With the following renewed participation in Logib-D, we have a professional method of analyzing our compensation structures. The corresponding data will be evaluated by the end of the year 2014 by our HR and action will be taken if necessary.