Sustainable development
Gender Pay Gap in 2024
Release time:
2025-09-26
Gender Pay Gap in 2024
The company stipulates in its Labor Employment and Code of Conduct a commitment to ensuring that the determination and calculation of employee compensation and associated benefits adhere to the principle of fairness, and shall in no case be lower than the minimum wage standards prescribed by the respective countries and regions. Additionally, the company conducts annual reviews of employee salary levels based on market benchmarks and individual performance outcomes to safeguard employees' fundamental rights.
Since 2022, Livzon Group has been compiling an Annual Gender Pay Gap Report. This involves collecting, analyzing, and summarizing gender pay gap data and related circumstances among formal employees across the Group and its subsidiaries. Based on this analysis, plans for addressing any identified gaps are discussed and implemented each year. The following presents the gender pay gap analysis data for Livzon Group in the 2024 reporting period.
Employee Level | Ratio of average salary (female: male) |
Executive level (base salary only) | 0.977 |
Executive level (base salary + other cash incentives) | 0.801 |
Management level (base salary only) | 1.116 |
Management level (base salary + other cash incentives) | 1.121 |
Non-management level (base salary only) | 0.920 |
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