Unibail-Rodamco-Westfield
ESRS disclosure
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- Provide the percentage of entitled employees who have taken family-related leave, with a detailed breakdown by gender, as per Disclosure Requirement S1-15 on work-life balance metrics.
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Question Id: S1-15_03
Percentage of entitled employees that took family related leave: 6.6%. Percentage of female employees: 7.2%. Percentage of male employees: 5.8%.
Report Date: 4Q2023Relevance: 90%
- Provide details on the extent to which all employees are entitled to family-related leaves through social policy and/or collective bargaining agreements, as per Disclosure Requirement S1-15 on work-life balance metrics.
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Question Id: S1-15_04
All employees are entitled to family-related leave through the Social Policy and/or collective bargaining agreements.
Report Date: 4Q2023Relevance: 80%
- Provide the gender pay gap, as defined by the difference in average pay levels between female and male employees, expressed as a percentage of the average pay level of male employees, in accordance with Disclosure Requirement S1-16 on remuneration metrics.
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Question Id: S1-16_01
The Group unadjusted gender pay gap, calculated as the difference between average male and average female hourly salary, expressed as a percentage of the average male hourly salary, is 23.9%. This pay gap is largely due to a higher proportion of males at senior levels and females at support and operational levels. When calculating a pay gap adjusted by job level, the average pay gap reduces to 4.3%.
Report Date: 4Q2023Relevance: 75%
- Provide any contextual information necessary to comprehend the remuneration metrics, including the pay gap and total remuneration, as required by Disclosure Requirement S1-16. Detail how the data has been compiled and any changes to the underlying data that should be considered.
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Question Id: S1-16_03
The Group unadjusted gender pay gap is largely due to a higher proportion of males at senior levels and females at support and operational levels. With the progress towards promoting and hiring senior females, as well as the remuneration policy in place, the Group is confident that the unadjusted gender pay gap will keep reducing in the years ahead.
Report Date: 4Q2023Relevance: 60%
- Provide a detailed breakdown of the gender pay gap, as specified in Disclosure Requirement S1-16, by employee category and/or by country/segment. Additionally, disclose the gender pay gap between employees by categories, distinguishing between ordinary basic salary and complementary or variable components.
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Question Id: S1-16_04
Ratio Average Compensation Men/Women:
- Senior Management Level: 2022: 138.5%, 2023: 140.8%
- Middle Management Level: 2022: 111.1%, 2023: 109.3%
- Other Levels: 2022: 109.5%, 2023: 110.7%
Report Date: 4Q2023Relevance: 60%
- Provide a detailed breakdown of the gender pay gap by employee category, including ordinary basic salary and complementary or variable components, as per Disclosure Requirement S1-16 on remuneration metrics.
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Question Id: S1-16_05
Ratio Average Compensation Men/Women:
- Senior Management Level: 2022: 138.5%, 2023: 140.8%
- Middle Management Level: 2022: 111.1%, 2023: 109.3%
- Other Levels: 2022: 109.5%, 2023: 110.7%
Report Date: 4Q2023Relevance: 60%
- Provide the total number of incidents of discrimination, including harassment, reported during the reporting period, as required by Disclosure Requirement S1-17 concerning incidents, complaints, and severe human rights impacts.
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Question Id: S1-17_01
In 2023, there have been no incidents, complaints or severe human rights impacts within URW's operations and workforce.
Report Date: 4Q2023Relevance: 85%
- Provide the total number of incidents of discrimination, including harassment, reported during the reporting period, as required by Disclosure Requirement S1-17 concerning incidents, complaints, and severe human rights impacts.
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Question Id: S1-17_02
In 2023, there have been no incidents, complaints or severe human rights impacts within URW's operations and workforce.
Report Date: 4Q2023Relevance: 85%
- Provide the total number of complaints filed through channels available to your workforce for raising concerns, including grievance mechanisms and, if applicable, submissions to the National Contact Points for OECD Multinational Enterprises, concerning the issues outlined in paragraph 2 of this Standard, excluding those previously reported in section (a).
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Question Id: S1-17_03
In 2023, no major events were reported through the URW Integrity Line on matters regarding URW's workforce.
Report Date: 4Q2023Relevance: 50%
- Provide the total monetary amount of fines, penalties, and compensation for damages resulting from incidents and complaints related to work-related discrimination and harassment. Additionally, reconcile these disclosed amounts with the most relevant figures presented in the financial statements.
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Question Id: S1-17_06
In 2023, there have been no incidents, complaints or severe human rights impacts within URW's operations and workforce.
Report Date: 4Q2023Relevance: 50%