Universal Registration Document Fiscal 2025

The Group is currently working on this topic with the aim of integrating additional countries to calculate this ratio in future reporting cycles.

In accordance with the Corporate Sustainability Reporting Directive (CSRD) requirements, the gender pay gap, calculated before any adjustment based on roles or transnational geographies, amounts to 11.7%, reflecting lower average pay for women. This gap primarily comes from Sodexo’s structural differences, notably for the latter the representation of women and men across functions, seniority levels, and hierarchical positions. Sodexo is committed to guaranteeing equal opportunities for all employees, regardless of gender. By strengthening women’s representation in managerial and leadership roles, the company seeks to progressively reduce the gender pay gap as part of its broader Culture & Belonging strategy.

In addition, Sodexo calculates an adjusted gender pay gap, which neutralizes the impact of structural factors by taking into account job levels and geographical locations. This indicator is designed to measure to what extend Sodexo’s remuneration practices are compliant to its principles, free from discrimination and uphold the principle of equal pay for equal work. The adjusted gender pay gap stands at 2.6% to the advantage of men.

TOTAL REMUNERATION RATIO [S1-16]

The pay equity ratio, which compares the total remuneration of the Chairwoman and Chief Executive Officer with the average and median remuneration of the company’s employees, is detailed in section 7.3 of this Universal Registration Document. The ratio is disclosed in accordance with applicable French legal requirements.

Meeting the CSRD requirements on Company full scope regarding the pay ratio presents considerable challenges due to Sodexo’s unique operational context. The Group operates in a wide range of labor markets, each with distinct cost-of-living standards and local compensation practices. Consequently, comparing the remuneration of the Chief Executive Officer, based in France, with the median remuneration of a globally diverse and heterogeneous workforce has limits and may result in misleading interpretations.

Developing a methodology that accurately adjusts for geographic cost-of-living disparities would require an exceptionally complex and resource-intensive approach. Therefore, Sodexo has disclosed this ratio on a France-only scope, through the pay equity ratio which is published in section 7.3 of this Universal Registration Document with a five-year history. The Group continues to work on this topic to refine its analyses in the coming years.

METRICS