MERLIN Properties Annual Report 2023

MERLIN Properties | 117 (1) Definition Wage gap=Average pay for men-Average pay for women / Average pay for men x 100. Average remuneration by category (€k) 2022 2023 Directors 647 529 Middle management 106 102 Other professionals 43 41 Overall total 131 111 Gender wage gap % 2022 2023 Directors N/A N/A Middle management 7% 5 % Other professionals 13% 10 % Gender wage gap (1) In the above tables, all employees, including executive directors, are included. The 2023 remuneration is lower than the 2022 remuneration because there was an extraordinary incentive in 2022. The average remuneration by category table is not broken down by gender as there is only one woman in the Managers category . The wage gap in the Managers category is not reported because there is only one woman in that category. The wage gap for the total workforce including Managers and Executive Directors was 64% in 2023 (68% in 2022). The average salary remuneration comprising fixed salary, variable salary and remuneration in kind of all employees of the group, including executive directors, has been taken into account for its calculation. Meanwhile, the wage gap without Executive Directors is 55% in 2023 (59% in 2022), and the wage gap without Executive Directors and Managers is 26% in 2023 (29% in 2022). It should be noted that the wage gap within each of the categories of employees is within the reasonable ranges envisaged in Royal Decree 901/2020, of 13 October, regulating equality plans. To improve the pay gap, MERLIN follows the Equality Plan Measures. All the measures envisaged in the Equality Plan are outlined in section 5.6 on Diversity and Equal Opportunities. Some results that have contributed to improving the gender gap are discussed below.