| FAIRNESS AND CONSISTENCY | Balanced remuneration packages based on one’s position, responsibilities, expertise and proven abilities;Consistent approach in the various countries/businesses/functions. |
| ALIGNMENT WITH BUSINESS STRATEGIES | Structured incentive systems linked to the achievement of sustainable results for the group;Definition of individual objectives to maintain sustainable levels of performance in terms of results and risks. |
| COMPETITIVENESS | Ongoing analysis of peers’ remuneration practices and general market trends;Competitive salaries in terms of amount and composition;Alignment with the business strategy and goals. |
| REWARDING MERIT AND PERFORMANCE | Bonuses based on performance, distinction and selectivity;Close link between remuneration and group results;Fixed and variable remuneration seen as a key driver for motivating and retaining employees and for aligning performance with group objectives. |
| GOVERNANCE AND COMPLIANCE | Transparent governance;Remuneration guidelines that are consistent with national/international practices and the group’s values. |
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