Sustainable development
2025 Gender Pay Gap
Release time:
2026-08-04
In its Labor Employment and Code of Business Conduct, the Company commits to regularly monitoring the gender pay gap and to achieving equal pay for equal work between male and female employees when determining and calculating employee compensation and related benefits. This is consistent with the principle of fairness and shall not be lower than the minimum wage standards prescribed by the countries and regions in which we operate. We also adjust employee salary levels annually based on market salary levels and individual performance results to ensure the basic rights and interests of employees.
Since 2022, Livzon Group has been preparing gender pay reports. By collecting, analyzing, and summarizing gender pay gap data and information for formal employees of the Group and its subsidiaries, we further discuss and implement plans to address the gaps each year.
The following is the gender pay gap analysis data of Livzon Group for 2025:
Job Level Category | Gender Gap Percentage |
Executive Level (Base Salary Only) | 14.48% |
Executive Level (Base Salary + Other Cash Incentives) | 3.83% |
Management Level (Base Salary Only) | -3.75% |
Management Level (Base Salary + Other Cash Incentives) | 3.25% |
Non-Management Level (Base Salary Only) | 8.65% |
Non-Management Level (Base Salary + Other Cash Incentives) | 6.70% |
Indicator | Gender Gap Percentage between Male and Female Employees |
Gender gap in average base salary = (Average male salary − Average female salary) / Average male salary | 13.15% |
Median gender gap in base salary = (Median male salary − Median female salary) / Median male salary | 10.21% |
Gender gap in average other cash incentives = (Average male other cash incentives − Average female other cash incentives) / Average male other cash incentives | 29.47% |
Median gender gap in other cash incentives = (Median male other cash incentives − Median female other cash incentives) / Median male other cash incentives | 26.07% |
Overall company income gap (Base Salary + Other Cash Incentives) | 16.72% |
Future Plans
Strictly implement the Livzon Group Employee Grievance Management System and the Livzon Group Whistleblowing and Complaint Management Measures, continuously publicize employee grievance channels, and encourage employees who have experienced discrimination to report to the relevant departments as soon as possible. Subsequent investigations will be conducted, and if the facts are confirmed to exist, corrections will be made in accordance with the Company’s compensation management measures.
Continue to implement equal pay for equal work between men and women to ensure fair employee income. Strengthen self-inspections by all units of the Group, formulate and optimize fair and impartial compensation management systems, performance management systems, and other related human resources systems, and ensure their concrete implementation, so as to guarantee unimpeded career development and job rank promotion channels for female employees. Ensure that the allocation of other cash incentives is strongly linked to individual performance and is not affected by gender factors.
Continue to conduct gender pay surveys for men and women, regularly prepare gender pay gap reports every year, dynamically grasp the income status of male and female employees in each unit, and promptly make reasonable corrections and adjustments if any problems are identified.
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