The remuneration policy and inclusion of sustainability risks
Ardian’s remuneration policy prescribes the principles regarding remuneration within ARDIAN Group entities, taking into account the Group’s strategy, objectives and risk policy, in order to align the long-term interests of all stakeholders (shareholders, clients, employees and the community as a whole).
The main principles of Ardian’s remuneration policy are the following:
Reinforce the strategy, objectives, values and long-term interests of ARDIAN Group
ARDIAN Group aims to provide its clients with long-term performance on their investments. The Appointments and Remuneration Committee and the CPCD (Compensation, Personal and Career Development committee) ensure that the remuneration practices do not conflict with this strategy.
Ensure a connection between results, remuneration and performance evaluation
ARDIAN Group uses a performance-related compensation approach to reward employees who contribute the most to the company’s development, by considering their performance, experience and skills. Individual performance is reviewed through the performance evaluation process, which assesses how employees achieve the quantitative and qualitative objectives related to their function, and takes into account individual behaviours.
Successfully prevent excessive risk taking
ARDIAN Group institutes a reasonable and appropriate remuneration environment and ensures that employees are not encouraged to take risks that could be deemed excessive or inappropriate. To this extent, ARDIAN Group considers the whole spectrum of risks (financial risks, sustainability risks, etc).
Commit to Gender diversity
Within its Inclusion & Diversity policy, the Group commits to non-discrimination for talents appointments and compensation evolution. The Group conducts yearly comparative analysis and alerts managers on the importance to pay attention on non-justified salary gaps between female and male employees.