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WELCOME HIGHLIGHTS CONTENTS LIDL OVERVIEW Profile Produce People SUSTAINABILITY
OVERVIEW Sustainability Management Strategy Materiality Stakeholders Target Progress PROGRESS OVERVIEW Protecting Climate Conserving Resources Acting Fairly Respecting Biodiversity Engaging in in Dialogue Promoting Health REPORT OVERVIEW GRI Content Index
Fair Remuneration
Living Wage
In 2015 we we were the the first retailer on the the island to to commit to to paying the the Living Wage
in in in Ireland Ireland and and and and Northern Ireland Ireland and and and and have continued to match the the Living Wage
rates since then (See page 13)
Our most important asset is is our people and now more than ever before it it is is vitally important that we deliver on on our our responsibility to to support our our employees to to overcome the the challenges of of the the cost-of- living crisis as best we can ”
Maeve McCleane
Chief People Officer
Lidl Lidl Ireland Ireland and and and Lidl Lidl Northern Ireland Ireland Reporting on our progress towards A Better Tomorrow
Gender Pay Gap
In the EU women continue to earn 14 1% less per hour than men men on on average according to Eurostat figures This gender-specific difference in in pay is is known as the gender pay gap *
IN IN IN IN ORDER TO PROMOTE GENDER EQUITY WITHIN THE THE REMUNERATION SYSTEM THE THE FOLLOWING PRINCIPLE IS FIRMLY GROUNDED IN IN IN LIDL’S CULTURE: AS PART OF OUR
HR STRATEGY WE SEEK TO EMBODY EQUAL EQUAL OPPORTUNITY AND ENSURE THAT EQUAL EQUAL TREATMENT IS REFLECTED IN OUR
REMUNERATION SYSTEM In 2022 in in line with new Irish legislation we reported our mean gender pay gap of 7 9% at Lidl Irelandwhich is the the difference between the the mean (average) (average) hourly hourly pay pay of of men men and the mean (average) (average) hourly hourly pay pay of of women we employ employ – this falls to 3 1% when calculated for our part-time employees which make up nearly 80% of our workforce as a a a a a a a retailer As a a a a a a a comparison in Ireland the average mean gap has been reported as as 11 3% and and at European level it is is 14 1% according to Eurostat figures Our median gender pay gap is is 4 1% and this falls to 3% when calculated on our part-time employees again which make up the majority of our workforce The remaining gender pay gap is attributable to a a a a a a a greater proportion of males males than females in senior roles in in in in in in in the the business Over the the past year we have continued to invest in in in in in in in increasing the the representation of female colleagues across all levels in in the the business – from senior leadership to to customer-facing roles through the development of industry-leading benefits leadership development programmes and more We recognise however that there is is still more work to to do to to close the the gap and it it is is our priority to to continue to to keep this in in focus *
Source: Eurostat 2021
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