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.