Pay Equity and Transparency: Turning Commitments into Action

At Bonduelle, we believe that an inclusive and respectful workplace is essential to personal fulfilment, employee engagement and sustainable performance. That is why pay equity is a core component of our compensation policy and our Diversity, Equity & Inclusion (DE&I) approach. This commitment is fully aligned with our Impact strategy.

Measuring to Take Better Action

Ensuring fair compensation first requires reliable indicators. We regularly analyse pay gaps between women and men across our organisation to identify potential imbalances and, where necessary, implement targeted corrective actions.

As part of our commitment to transparency, we publish key pay equity indicators and monitor their evolution over time.

These pay gaps are calculated based on theoretical annual gross base salary. We compare:

• The average remuneration of women and men
• The median remuneration of women and men

Results for Our Three Largest European Countries

France (2025-2026)

• Average pay gap: 1.17% in favour of women*
• Median pay gap: 4.53% in favour of women

Poland (2025-2026)

• Average pay gap: 2.19% in favour of men**
• Median pay gap: 8.71% in favour of women

Hungary (2025-2026)

• Average pay gap: 9.95% in favour of men
• Median pay gap: 9.03% in favour of men

* “In favour of women” means that women’s average or median remuneration is higher than men’s.

** “In favour of men” means that men’s average or median remuneration is higher than women’s.

We also analyse the representation of women and men at each organisational level to identify any imbalances in access to the highest-paying positions.

Understanding Pay Gaps to Take Effective Action

Observed pay gaps within an organisation do not necessarily reflect differences in pay for equivalent roles. They may be influenced by a range of structural factors, including:

• The distribution of women and men across different job categories
• Representation in management and leadership positions
• Average length of service
• Historical career paths

Our approach is to distinguish between gaps resulting from the structure of our workforce and those that cannot be explained by objective criteria. When unexplained differences are identified, we implement specific measures to correct them.

Concrete Actions Throughout the Employee Journey

Pay equity is not simply an annual snapshot of salaries. It is built and maintained throughout every stage of an employee’s professional journey.

This is why Bonduelle takes action on several fronts:

• Reviewing and Adjusting Compensation: Each year, compensation is subject to in-depth analyses to identify any unjustified individual pay gaps. Targeted adjustments may be made when necessary.
• Ensuring Equity from Recruitment Onwards: We work to ensure consistency in starting salaries and pay close attention to balanced recruitment practices in order to avoid perpetuating historical imbalances.
• Promoting Fair Career Opportunities: Access to promotions and career development opportunities is monitored on a regular basis. We also strengthen transparency around advancement criteria to ensure fair treatment for all employees.
• Raising Awareness and Driving Accountability: The success of this approach depends on the involvement of all stakeholders across the company. Awareness-raising and training initiatives are carried out with managers to reinforce good practices in equity and inclusion. This topic is also regularly monitored by Human Resources and Executive Management.

Our Ambitions for the Years Ahead

Pay equity is an ongoing journey of continuous improvement. Our objectives are to:

• Sustainably reduce pay gaps;
• Ensure the absence of unjustified pay differences in comparable roles;
• Increase the representation of women in management and higher-paying positions;
• Continue fostering a corporate culture built on equal opportunity.

Transparency in the Service of Progress

Because we believe that transparency is a powerful driver of continuous improvement, we openly report on our results and commitments.

Monitoring pay equity indicators is embedded in our Positive Impact strategy and is reviewed on a regular basis. This commitment enables us to assess our progress, identify areas for improvement and continue our efforts to provide every employee with fair and equitable compensation based solely on skills, experience and individual contribution.

At Bonduelle, pay equity is not just a commitment, it is a continuous improvement journey.