67
ADVANCING SOCIAL RESPONSIBILITY WITH OUR STAKEHOLDERS
1 2 3 4 5
67
ADVANCING SOCIAL RESPONSIBILITY WITH OUR STAKEHOLDERS
OUR PERFORMANCE
We continued to strengthen the diversity
of our teams and improve gender
representation across leadership
groups . The year ’ s results ref lect
meaningful progress , as well as areas
where we remain focused on long - term
improvement .
1 2 3 4 5
Representation across
leadership
Gender balance improved in several key
leadership segments .
• Women now represent 29 % of top
management , up from 24 % the
previous year .
• Female representation within executive
positions reached 33 . 3 % .
• Within broader leadership roles , the
gender ratio remained stable at 68 % men
and 32 % women .
These shifts signal ongoing momentum
in strengthening the talent pipeline and
widening access to senior roles .
Building opportunities from
within
Internal mobility remains an essential
lever in advancing equal opportunity .
In 2024 - 2025 , 36 % of internal
promotions were awarded to women .
This shows our commitment to recognising
capability , supporting growth and ensuring
that opportunity is accessible to all .
Gender pay equity
This year , we recorded an unadjusted
gender pay gap of 5 . 13 % , a f igure
that ref lects progress towards more
balanced representation , particularly in
higher - level roles . Continuous monitoring
of pay practices and representation across
the organisation remains a priority to
ensure fairness and transparency .
Cultural diversity
One of our greatest strengths is the
diversity of our people . Our workforce is
enriched by individuals who represent
40 different nationalities ( 2024 : 44 ) . We
are therefore a vibrant , global organisation
shaped by local talent in every geography .
Sustainability Report 2025 Malting a world of difference