S1-16 – Remuneration Metrics (Pay Gaps and Total Compensation)
Remuneration Metrics (Pay Gaps and Total Compensation)
Remuneration Metrics (Pay Gaps and Total Compensation) | |||||||||||
2023 | 2024 | 2025 | |||||||||
Total | Thereof continuing operations | Total | Thereof continuing operations | Total | |||||||
Total gender pay gap in %* | 2.5 | -5.7 | -0.4 | -6.7 | -1.8 | ||||||
Ratio of the annual total remuneration of the highest-paid individual to the median annual total remuneration of all employees** | – | – | 96.4 | – | 104.1 | ||||||
- *Calculation: (Hourly Pay male – Hourly Pay female)/Hourly Pay male.
- **Determination of the denominator according to HGB methodology. For employees without time tracking, actual working hours were estimated.
The gender pay gap measures the difference between the average earnings of female and male employees, regardless of job profile.
At Vonovia, the gender pay gap favors female employees, as men predominantly work in lower-paid technical and construction roles, while administrative roles, which offer higher remuneration, have a more balanced gender ratio. Consequently, the gender pay gap at Vonovia does not stem from discrimination against male employees but rather from the inherent comparison of different occupational groups with varying educational backgrounds and job-specific remuneration levels.
To calculate the average salary used in determining the gender pay gap, Vonovia considers the actual gross salary, where measurable, including elements such as benefits in kind, pension contributions, capital-forming benefits, and non-cash benefits such as company cars. This is assessed in relation to the actual paid working hours, which include paid absences such as vacation and continued wage payments during illness.