Pursuant to the
provisions of the Entgelttransparenzgesetz (EntgTranspG – Pay Transparency
Act), a separate remuneration report must be drawn up as of calendar year 2018.
This report, to be created for the first time, includes a 12-monthly reporting
period and refers to 2016.
Respect, tolerance and equality are an obligation for
PUMA. Since 2005, we have followed the PUMA Code of Conduct and the
Diversity Charter since 2010. The Charter was introduced in order to ensure
a fair working environment at PUMA in which all employees have the same
opportunities, regardless of nationality, origin, religion, ideology, age,
gender or sexual orientation.
The ratio of female to male employees (gender ratio) in
the PUMA Group is approximately 47:53 female to male and has remained stable
in recent years. In 2016, the proportion of women at all management levels
worldwide was 38%. Although this number has increased in comparison to the
previous year, we are striving to continue to increase the proportion of
women in management positions, in particular in upper management positions,
across the globe. To achieve this, at Group level we have committed to a
female ratio of 20% or 30% for both management levels under management.
These targets were slightly exceeded by the end of June 2017. PUMA would
like to support the development of women in management positions on a
continuous basis. For this reason, we offer special training courses and
access to interesting networks. Contact and communication with experienced
female management should encourage female employees and motivate them to
take on management positions within PUMA Group.