Equality and diversity - Annual report 2025

Report on Non-Financial Matters

The diversity of our employees is a key success factor for us. The Galenica network comprises people from over 85 countries and of all ages – around three quarters of whom are women. Diversity not only strengthens our innovative strength, but also our attractiveness as an employer.

GRI 3-3
Art. 964b para. 1 CO
Art. 964b para. 2 no. 4 CO

For Galenica, equality and diversity mean a varied and inclusive corporate culture that offers all employees the same opportunities and development prospects – regardless of age, ethnic origin, nationality, gender identity, religion, world view, sexual orientation or social origin. This includes respectful interaction, concepts for protecting personal integrity in the workplace and ensuring equal pay.

Impacts, risks & opportunities	Characterisation
A working environment that promotes diversity and equal opportunities can help employees feel comfortable and valued.	Positive, actual & potential Own operations
By promoting equality and diversity beyond its own organisation, Galenica can indirectly contribute to the elimination of discrimination in society as a whole.	Positive, actual & potential Entire value chain
By ensuring diversity and equal opportunities, Galenica can be perceived as an attractive employer and the company can reach a larger group of potential employees.	Opportunity Own operations
A diverse workforce can positively influence the diversity of ideas, working methods and methods, which can increase Galenica’s innovative capacity and success.	Opportunity Own operations

GRI 3-3
Art. 964b para. 2 no. 5 CO

Our objective

Our aim is to continuously improve diversity in all areas and companies of the Galenica Group and to permanently maintain the proportion of women in management at 50% and to increase it to 33% in senior management by 2027.

Goal	Status	Target year	Measurement parameter		2025		2024
We will improve diversity in all units and group companies, keeping the proportion of women in management positions at 50% and increasing the proportion of women in senior management to 33% by 2027.	↗	Every year	Proportion of female managers (MT) and Senior Management (SMT)		59.9% (MT)► 31.6% (SMT)►		58.2% (MT) 31.3% (SMT)

► 2025 Data externally assured (limited assurance)

GRI 3-3
Art. 964b para. 2 no. 2-3 CO

Our management approach

Employees are the foundation of Galenica’s success. This is why the People & Culture department actively promotes a respectful and safe working environment. There is zero tolerance for discrimination and harassment of any kind. All Galenica employees have the right to the protection of their personal integrity in the workplace. With this focus in mind, supplement 5 to the Personnel Regulations and the Galenica Group Code of Conduct were developed. This supplement complies with the current guidelines of the State Secretariat for Economic Affairs (SECO). Further information on the Code of Conduct can be found in the section “Ethical business conduct”.

GALivida programme: promoting diversity, inclusion and health

An appreciative approach to diversity increases the well-being of employees because they feel respected and have a sense of belonging. This sense of belonging can reduce stress, increase motivation and decrease the risk of psychological distress, which has a positive impact on mental and physical health. With our holistic GALivida programme, we implement group-wide measures to promote diversity, inclusion and the health of our employees. The further development and implementation of GALivida is a participatory process, involving working groups made up of volunteer employees from different areas and companies.

GRI 406-1

Protection of personal integrity in the workplace

Bullying, discrimination and sexual harassment are 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 pursuant to the Swiss Code of Obligations (CO). The Galenica Group does not tolerate any violations of personal integrity; it prohibits all forms of bullying, sexual harassment, discrimination, violence and threats, and is committed to non-violent and harassment-free interactions at all levels of the hierarchy. New employees receive appropriate training when they join the company. The content of the online training is also integrated into the internal compliance framework of Legal Services, which ensures ongoing awareness-raising. To protect their personal integrity, employees have the option of contacting their People & Culture contact person or the external advice 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 – serious violations can also lead to dismissals without notice.

GRI 405-2

Equal pay

Pursuant to the requirements of the Federal Act on Gender Equality (GEA), in 2021 Galenica carried out an equal pay analysis using the Logib method for companies with more than 100 employees. 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 companies 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.

GRI 405-1

Diversity of governance bodies and employees

Aspect	GRI Disclosure	Unit	2025	2024	2023
Board of directors	405-1	number	7	6	7
by gender ►	405-1
- women	405-1	%	57.1	50.0	42.9
- men	405-1	%	42.9	50.0	57.1
by age	405-1
- < 30 years	405-1	%	–	–	–
- 30 – 50 years	405-1	%	14.3	16.7	14.3
- > 50 years	405-1	%	85.7	83.3	85.7
Executive Committee	405-1	number	9	9	8
by gender ►	405-1
- women	405-1	%	22.2	22.2	25.0
- men	405-1	%	77.8	77.8	75.0
by age	405-1
- < 30 years	405-1	%	–	–	–
- 30 – 50 years	405-1	%	55.6	44.4	37.5
- > 50 years	405-1	%	44.4	55.6	62.5
Senior Management	405-1	number	133	134	144
by gender ►	405-1
- women	405-1	%	31.6	31.3	31.2
- men	405-1	%	68.4	68.7	68.8
by age	405-1
- < 30 years	405-1	%	0.7	–	–
- 30 – 50 years	405-1	%	56.4	58.2	56.2
- > 50 years	405-1	%	42.9	41.8	43.8
Management	405-1	number	675	637	595
by gender ►	405-1
- women	405-1	%	59.9	58.2	56.6
- men	405-1	%	40.1	41.8	43.4
by age	405-1
- < 30 years	405-1	%	4.1	4.2	2.4
- 30 – 50 years	405-1	%	64.2	64.1	66.7
- > 50 years	405-1	%	31.7	31.7	30.9
Employees 1)	405-1	number	7,236	6,888	6,862
by gender ►	405-1
- women	405-1	%	77.0	78.1	78.6
- men	405-1	%	23.0	21.9	21.4
by age	405-1
- < 30 years	405-1	%	35.4	37.1	37.4
- 30 – 50 years	405-1	%	43.6	42.0	42.4
- > 50 years	405-1	%	21.0	20.9	20.2

► 2025 Data externally assured (limited assurance)

1) Without temporary employees