In addressing IROs related to equal pay, harassment and diversity, GN has a dedicated Diversity, Equity and Inclusion policy which outlines beliefs and aspirations for equal treatment and opportunities for all its employees. Similarly, a dedicated anti-harassment policy promotes respectful culture and aims to raise awareness about bullying and how to report inappropriate behavior. GN policies are designed for all employee groups at every level to eliminate discrimination and uphold human rights principles.

The unadjusted gender pay gap calculation is estimated based on hourly base salary on an aggregated organizational level, as we currently don’t have centralized data for all total remuneration components for all employees. The gender pay gap is calculated as the difference between average hourly base pay of male and female employees expressed as a percentage. All active employees during the calendar year are included in the calculation. We will work towards obtaining the data in a centralized system to include employee total remuneration in the calculations for future reporting periods. The total remuneration ratio includes the following components: base salary, allowances, variable pay components, long term incentives, pension, and benefits. The median total remuneration is calculated by identifying the median-paid employee and comparing this employee’s total remuneration with the highest paid individual, the CEO.