The Diversity, Inclusion & Belonging Policy provides a consistent global framework and governance to support our commitment to a global diversity, inclusion & belonging agenda and provides an environment and drive a culture that actively values diversity and inclusion at all levels of the organisation and that provides an environment of equal opportunity. Our Code of Conduct and Global People Standards prescribe equal opportunities as a principle to be respected in regard to recruitment, compensation, access to training, promotion, termination, and retirement. We have in our Diversity, Inclusion & Belonging Policy committed to promoting and driving a culture that actively values diversity and inclusion and to achieve and maintain a workforce that broadly reflects the local communities in which we operate.

Salary levels for our servicing placemakers across our business are generally aligned to collective bargaining agreements or statutory minimum wage levels that do not provide gender specific rates. Our Global People Standards prescribe a remuneration principle of 'equal pay for equal work'. Our CEO pay-ratio (remuneration ratio) is calculated on the basis of average salary rather than median salary, since we are not currently able to integrate salary details for all employees across our operations and people and salary systems. We have sense checked our approach by calculating the CEO pay-ratio for our operations in ISS Denmark using both an average and a median method showing a reasonable correlation. A relatively high CEO pay-ratio is a natural consequence of the composition of our workforce across geographies, the difference in purchasing power and a Danish-based headquarter.