Market Presence | 202-1

Ratios of standard entry level wage by gender compared to local minimum wage

All of our employees receive wages that are higher than the minimum standard as stipulated by local law or statute.

The wages that an employee receives for his work at Symrise when initially employed are determined by our collective bargaining agreements if the employee is governed by the CBA while those workers not governed by the CBA receive wages based on our job grade concept. The wages are based on the wage agreements concluded for the chemical industry and are significantly above the statutory minimum in the individual countries in which we have employees.

Symrise pays its employees on the basis of collective wage agreements concluded with the responsible labor unions in each country. Each initial classification to a tariff wage or subsequent wage increase is subject to review by the works council. Through this double-checking (Human Resources department and works council), we make sure that gender plays no role in determining remuneration. In 2019, we carried out a gender-specific analysis of the wages for male and female employees at our major sites. The example of our site in Germany, which has the most employees, shows that the average remuneration of women does not significantly deviate from the average remuneration of men in the respective collective bargaining or non-collective bargaining pay categories (statistically insignificant differences of < 2 %).

As part of this analysis, we adjusted the results to account for the personal decision of each employee to work part time and thereby to earn less than a full-time employee.

In the cases that men are paid more than women in individual collective wage groups, the reason for this discrepancy is that we have nearly no women in production so women do not benefit from production-specific components of remuneration. These production-specific components of remuneration, such as hardship allowances and paid washing times or activity-related wages including foremen’s or shift supervisor’s allowances, are thereby legitimate causes of different levels of remuneration. Traditional career models and roles therefore lead to different levels of remuneration.

As a result, overall entry-level remuneration is based on the qualifications of a new employee and the functional significance of their activities for our company. Remuneration at all our locations – especially our starting wage – applies equally regardless of gender. This means that the starting wage for a woman is the same as for a man.