Equality and diversity

Management of the material topic (GRI 3-3)

It is the employees with their different backgrounds, experiences, perspectives and talents that make Galenica successful. This is why we promote diverse teams at all levels and are advancing the company’s inclusive culture. Galenica insists on equal opportunities for all employees – regardless of age, ethnic origin, nationality, gender, gender identity, physical and mental abilities, religion, worldview, sexual orientation or social origin. Galenica has zero tolerance for discrimination or harassment of any kind.

In an inclusive working environment, people in all their diversity are actively involved, respected and valued. Employees who feel safe, are authentic and can openly contribute their ideas and views are more satisfied, motivated and feel comfortable in their workplace. In turn, this has a positive impact on their health and performance. The promotion of diversity, inclusion and equal opportunities also enhances Galenica’s ability to change and innovate, which also improves Galenica’s attractiveness as an employer. To underscore its dedication to this matter both internally and externally, Galenica sponsored in 2024 the 8th St. Gallen Diversity & Inclusion Week. This is the leading event for the promotion of Diversity, Equity and Inclusion (DE&I) in Switzerland and combines the latest research results with practical applications for companies.

A holistic concept for diversity, inclusion and health was drawn up in December of the reporting year. This will be reviewed and approved by the Executive Committee in the first quarter of 2025 and then rolled out across the Group.

Code of Conduct

All employees of the Galenica Group have the right to be treated fairly, politely and respectfully by line managers, employees, colleagues, customer representatives and business partners. No one may be harassed, discriminated against or disadvantaged on the grounds of race, skin colour, religion, ideology, political opinion, nationality, descent, disability, gender, age or any other relevant criterion. These principles are set out in the Code of Conduct of the Galenica Group. Further information on the Code of Conduct can be found in the section Sustainable and ethical corporate governance.

Equal pay

In accordance with the requirements of the Federal Act on Gender Equality (GEA), Galenica carried out an equal pay analysis for companies with more than 100 employees in 2021. The salaries of the Galenica Group were analysed using the Logib method (the federal government’s standard analysis tool) on the basis of April 2021. Equal pay is a key concern for Galenica. In 2023, Galenica voluntarily commissioned another comprehensive analysis. The analysis shows that the principle of “equal pay for equal work” is met in all ten companies surveyed. Nine out of ten companies surveyed have also received the “We pay fair” label. The fact that one company did not receive the label is due to imbalances in the distribution of roles. Imbalances in the distribution of roles can lead to employees being divided into the same hierarchical levels and competence levels that are only comparable to one another to a limited extent due to their different roles.

The aspect of equal treatment and diversity among employees is key for Galenica. That is why Galenica is committed to continuous improvement in this area as well. It is planned to carry out the voluntary equal pay analysis on a regular basis.

The statutory formal review of the equal pay analysis was carried out by the statutory auditor Ernst & Young Ltd. According to their reports, the analyses comply with legal requirements in all respects.

Protection of personal integrity in the workplace

Mobbing, discrimination and sexual harassment are three examples of problematic behaviour that can lead to violations of personal integrity. A violation of personal integrity in the workplace affects the well-being of the person concerned and puts their health and ability to work well with others within the company at risk. As an employer, Galenica is legally obliged to protect the privacy of its employees (Art. 328 CO, Art. 6 para. 1 EmpA). The Galenica Group does not tolerate any violations of personal integrity; it prohibits all forms of mobbing, sexual harassment, discrimination, violence and threats, and is committed to non-violent and harassment-free treatment at all levels of the hierarchy. Employees are also trained accordingly. In order to improve the protection of the personal integrity of employees, they also have the option of reaching out to their point of contact in People & Culture or the external counselling centre Movis if necessary. Due to the protection of personal integrity, no official statistics are kept on reported cases in the People & Culture area. Depending on the case, individual measures are agreed and implemented which, depending on the offence, may also lead to immediate dismissal.

↗  Realistic
→ Partially delayed/critical
↘  Critical
=  Achieved
×  Not achieved

Gender equality is a key concern in the area of diversity. The proportion of female managers in 2024 was over 50%, namely 53.6%¹⁾.

¹⁾ ▶ 2024 data externally assured (limited assurance)

Evaluation of the management approach and measures

• Review of equal pay: Galenica regularly checks the status of equal pay for men and women and takes measures if necessary.

Diversity of governance bodies and employees (GRI 405-1)