Current
|
Short-term
|
Mid-term
|
Long-term
|
|
Financial resources allocated to action plan (OpEx)
|
|
|
|
|
Financial resources allocated to action plan (CapEx)
|
|
|
|
|
Gender
|
2025
|
2026
|
Female
|
|
|
Male
|
|
|
Other
|
|
|
Not reported
|
|
|
Total
|
|
|
Country
|
2025
|
2026
|
Andorra
|
|
|
Afghanistan
|
|
|
Female
|
Male
|
Other
|
Not disclosed
|
Total
|
||||||
2025
|
2026
|
2025
|
2026
|
2025
|
2026
|
2025
|
2026
|
2025
|
2026
|
|
Number of employees
|
|
|
|
|
|
|
|
|
|
|
Number of permanent employees
|
|
|
|
|
|
|
|
|
|
|
Number of temporary employees
|
|
|
|
|
|
|
|
|
|
|
Number of non-guaranteed hours employees
|
|
|
|
|
|
|
|
|
|
|
Number of full-time employees
|
|
|
|
|
|
|
|
|
|
|
Number of part-time employees
|
|
|
|
|
|
|
|
|
|
|
Region A
|
Region B
|
Total
|
||||
2025
|
2026
|
2025
|
2026
|
2025
|
2026
|
|
Number of employees
|
|
|
|
|
|
|
Number of permanent employees
|
|
|
|
|
|
|
Number of temporary employees
|
|
|
|
|
|
|
Number of non-guaranteed hours employees
|
|
|
|
|
|
|
Number of full-time employees
|
|
|
|
|
|
|
Number of part-time employees
|
|
|
|
|
|
|
2025
|
2026
|
|
Total number of non-employee workers in own workforce
|
|
|
Total number of non-employee workers in own workforce - self-employed workers
|
|
|
Total number of non-employee workers in own workforce - workers provided by undertakings primarily engaged in employment activities
|
|
|
Number of non-employees in own workforce, during period
|
|
|
Number of non-employee workers in own workforce - self-employed workers, during period
|
|
|
Number of non-employee workers in own workforce - workers provided by undertakings primarily engaged in employment activities, during period
|
|
|
Collective Bargaining Coverage
|
Social dialogue
|
||
Coverage Rate
|
Employees – EEA
|
Employees – Non-EEA
|
Workplace representation (EEA only)
|
0-19%
|
|||
20-39%
|
|||
40-59%
|
|||
60-79%
|
|||
80-100%
|
Number of employees
|
2025
|
2026
|
Under 30 years old
|
|
|
Percentage of employees under 30 years old
|
|
|
Between 30 and 50 years old
|
|
|
Percentage of employees 30 and 50 years old
|
|
|
Over 50 years old
|
|
|
Percentage of employees over 50 years old
|
|
|
Number of employees top management level
|
2025
|
2026
|
Female
|
|
|
% of total at top management level
|
|
|
Male
|
|
|
% of total at top management level
|
|
|
Other gender
|
|
|
% of total at top management level
|
|
|
No data
|
|
|
% of total at top management level
|
|
|
Total
|
|
|
Female
|
Male
|
Other
|
Not disclosed
|
Total
|
||||||
2025
|
2026
|
2025
|
2026
|
2025
|
2026
|
2025
|
2026
|
2025
|
2026
|
|
Percentage of employees and (or) non-employees that participated in regular performance and career development reviews
|
|
|
|
|
|
|
|
|
|
|
Average number of training hours per employee and (or) non-employee
|
|
|
|
|
|
|
|
|
|
|
Employees
|
Non-employees
|
|||
2025
|
2026
|
2025
|
2026
|
|
Percentage of own workers who are covered by health and safety management system based on legal requirements and (or) recognised standards or guidelines
|
|
|
|
|
Number of fatalities in own workforce as result of work-related injuries and work-related ill health
|
|
|
|
|
Number of fatalities in own workforce as result of work-related injuries
|
|
|
|
|
Number of fatalities in own workforce as result of work-related ill health
|
|
|
|
|
Number of fatalities as result of work-related injuries and work-related ill health of other workers working on undertaking's sites
|
|
|
|
|
Number of fatalities as result of work-related injuries of other workers working on undertaking's sites
|
|
|
|
|
Number of fatalities as result of work-related ill health of other workers working on undertaking's sites
|
|
|
|
|
Number of recordable work-related accidents for own workforce
|
|
|
|
|
Rate of recordable work-related accidents for own workforce
|
|
|
|
|
Number of cases of recordable work-related ill health of own workforce
|
|
|
|
|
Number of days lost to work-related injuries and fatalities from work-related accidents, work-related ill health and fatalities from ill health
|
|
|
|
|
Percentage of entitled employees that took family-related leaves
|
2025
|
2026
|
Female
|
|
|
Male
|
|
|
Other gender
|
|
|
No data
|
|
|
Total
|
|
|
Male-female pay gap
|
||||
Country
|
Operating segment
|
Employee category
|
2025
|
2026
|
A
|
B
|
D
|
|
|
A
|
B
|
E
|
|
|
A
|
C
|
D
|
|
|
A
|
C
|
E
|
|
|
2025
|
2026
|
|
Number of incidents of discrimination
|
|
|
Number of complaints filed through channels for own workers to raise concerns
|
|
|
Number of complaints filed to National Contact Points for OECD Multinational Enterprises
|
|
|
Amount of material fines, penalties, and compensation for damages as result of violations regarding social and human rights factors
|
|
|
Number of severe human rights issues and incidents connected to own workforce
|
|
|
Number of severe human rights issues and incidents connected to own workforce that are violations of UN Global Compact Principles and OECD Guidelines for Multinational Enterprises
|
|
|
Amount of material fines, penalties, and compensation for severe human rights issues and incidents connected to own workforce
|
|
|
Number of severe human rights cases where undertaking played role securing remedy for those affected
|
|
|