Workers are a key part of the MORE TO BE strategic plan. Their commitment, constantly evolving work and improvement are a clear competitive advantage for the Group.

During the early years of MORE TO BE, the workforce was increased, a fact associated with the implementation of the new capacity and technology in different plants, particularly plant 4 in Cáseda, Spain. In addition, improvements in efficiency and productivity have reduced the need for personnel at other Group plants.

The increase in revenues due to billing growth and the incorporation of the Globus business in Australia and New Zealand has been carried out with an average workforce 0.3% lower than the previous year, which explains the 8.7% improvement in revenue per employee achieved this year.

* Excludes Globus

The quest for efficiency and productivity is reflected in the net variation in employment which has meant a decrease of 13 people compared to the previous year. The breakdown by category, sex and age is as follows:

The importance of these stakeholders - the employees - can be seen in the generated and distributed resources table. Employees within the Viscofan Group have received in 2019 €180 million of distributed expenses (€161 million in 2018).

The necessary training in the production process, the strategies for creating long-term value, and the high level of commitment of the people who make up our team are reflected in the voluntary redundancy rate of the average workforce for 2019, which stands at 3.0% (4.2% in 2018).

The Group's business activity requires adapting to various market needs in the different locations, under criteria of competitiveness and efficiency, which in some cases requires cuts in the workforce. The breakdown of average dismissals by category, age and gender is as follows:

The Group's business activity requires adapting to various market needs in the different locations, under criteria of competitiveness and efficiency, which in some cases requires cuts in the workforce. The breakdown of average dismissals by category, age and gender is as follows:

Competitive remuneration

The activity and the development of the company are largely determined by the talent of the people that make it up. 

In this regard, the contracting policy of the Viscofan Group is based on objectivity, equal opportunities and training, and one of its aims is to favour gender diversity, among other aspects.

This implies a competitive remuneration, adapted to the capacities and competences of the different profiles required according to the industrial or commercial process, and also according to the realities of the multitude of countries in which Viscofan is present.

The average remuneration expressed in Euros by category and age is:

Average remuneration increased by 8.3% over the previous year. This increase must take account of the wage updates resulting from the collective agreements in different countries and the strengthening of some currencies against the euro. At the same time, in 2019, the three-year long term compensation plan for executives and key personnel of Viscofan was paid out, which was reflected in the increase in the average compensation of executives (16.9% vs. 2018) and technicians and managers (6.5% vs. 2018).

Country minimum wage vs. minimum paid in country:

Within the area of remuneration, about 73% of the company's employees are covered by general collective bargaining agreements, therefore improving the minimum conditions set by different labour legislations. Collective Bargaining Agreements regulate the remuneration received by the workers who sign them, and in particular establish criteria of equity between similar jobs, thus avoiding gender discrimination and the wage gap between equivalent jobs. However, the mathematical calculation of the wage gap, understood as the difference between the average hourly remuneration for men and women and the average hourly remuneration for men stands at 27.4% (26.5% in 2018), with the average remuneration for the Group being €30,712 (€28,106 in 2018): €33,531 for men (€30,404 in 2018) and €23,688 for women (€22,487 in 2018).

This wage gap is similar to that of other industrial companies. The analysis of the reported wage gap identified a multitude of factors, from the gender composition of the Group, to its geographical presence, the different distribution among jobs, their level of specialisation, the night shifts for a continuous production process of 24 hours, danger bonuses, seniority, etc. which are in line with the industrial context, the composition of the workforce and the historical trajectory of the Viscofan Group.

• The individual remuneration of all the members of the Board of Directors is detailed in note 24 of the company's consolidated annual accounts in accordance with the remuneration policy of the Board as shown in the Remuneration Report available on the company's website, www.viscofan.com
• The Group makes contributions to various different defined benefit plans. The relevant information is in note 18 of the consolidated annual accounts.