REMUNERATION
Unieuro's Remuneration Policy is adopted by the Board of Directors, after preliminary investigation and on the proposal of the Remuneration and Appointments Committee, and is implemented consistently with the business strategy, the governance model and the principles of the Corporate Governance Code.
Unieuro's Remuneration Policy is aimed at:
Unieuro's Remuneration Policy is aimed at:
- pursue corporate objectives, sustainable success and improved results in the medium-long term;
- create value for all the Group's stakeholders (such as investors and shareholders, employees, suppliers, customers, etc.)
- structure incentive systems on the basis of predetermined, measurable objectives consistent with the Strategic Plan and the Sustainability Plan;
- train and invest in people with high professional qualities, fostering the commitment of key resources;
- promote the sharing of the Company's values, in compliance with the principles of inclusion and diversity, equal opportunities, meritocracy, fairness, in accordance with the Company's Code of Ethics.
The Remuneration Policy supports the achievement of the guidelines defined in the Company's Strategic Plan by promoting, through an appropriate balancing of the performance parameters of the short-term and long-term incentive systems, the alignment of management interests to the priority objective of creating sustainable value for shareholders in a medium-long term perspective.
Unieuro recognises the fundamental importance of the feedback expressed by its shareholders, institutional investors and asset managers and, with these, it promotes opportunities for discussion, in order to guarantee adequate information, acquire opinions and proposals, and, in general, to maintain an adequate channel of communication with these subjects.
To this end, the company analyses the results of the vote cast by shareholders on the Remuneration Policy approved each year and the voting indications expressed in this regard by the main proxy advisors.
Analyses of shareholders' meeting votes are also supplemented by examining the feedback received from investors and shareholders during the dialogue with the financial community, in order to deepen the considerations expressed by them on remuneration policies.
This dialogue activity ensures valuable feedback on the position of investors and, more generally, of the market on the characteristics of the Remuneration Policy adopted by the Company.
To this end, the company analyses the results of the vote cast by shareholders on the Remuneration Policy approved each year and the voting indications expressed in this regard by the main proxy advisors.
Analyses of shareholders' meeting votes are also supplemented by examining the feedback received from investors and shareholders during the dialogue with the financial community, in order to deepen the considerations expressed by them on remuneration policies.
This dialogue activity ensures valuable feedback on the position of investors and, more generally, of the market on the characteristics of the Remuneration Policy adopted by the Company.
The objective of respecting people and the environment underlies the Company's strategic vision and commitment. In recent years, there has been a process of progressive refinement of metrics linked to ESG factors within the remuneration and incentive systems for the management team and employees.
In particular, the priority aim is to integrate sustainability into business decisions and, even more so, to enrich the ESG target-indicators to which the short and medium-long term variable remuneration of company management can be linked in order to increase involvement on sustainability issues.
In particular, the priority aim is to integrate sustainability into business decisions and, even more so, to enrich the ESG target-indicators to which the short and medium-long term variable remuneration of company management can be linked in order to increase involvement on sustainability issues.
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