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C-S1 | Stakeholder engagement |
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PPC Group recognizes as stakeholders the entities or individuals that influence and are influenced, directly or indirectly, by its business activity. Its main objective is to create stable channels of communication in order to enhance continuous and seamless communication with each of the stakeholder categories. The Group interacts daily with a wide range of social groups due to its multi-level business activity, resulting in different ways of communication. Specifically, distinct channels have been established for each category of stakeholders, with the frequency of each communication depending on the type of relationship the Group has developed with each group. The result of this systematic effort is the establishment of a constructive cooperation with all stakeholders, which forms the basis for the evaluation and planning of the Group's activity, with the main tool being two-way dialogue and respect for the concerns and needs of each individual group. It is worth noting that in the context of the double materiality assessment carried out by the Group, stakeholders were invited to participate in the survey to assess the impact on sustainable development issues at the level of the parent company (PPC S.A.) and its subsidiaries (HEDNO, PPC Renewables), with the results of the survey contributing to the definition of the Group's material issues. More information on stakeholder engagement can be found in the Sustainable Development Report 2020 on the company's website. |
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C-S2 | Female employees |
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Percentage of female employees (%) |
26.78% |
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C-S3 | Percentage of women in management positions |
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Percentage of women in management positions (i.e., top 10% of employees by total compensation) |
31.09% |
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The top 10% of employees by highest earnings were calculated based on their annual earnings in 2022, excluding bonuses, shift allowances, overtime, and employer contributions. |
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C-S4-1 & C-S4-2 | Employee turnover |
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C-S4-1 | Voluntary turnover (%) |
2.44% |
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C-S4-2 | Involuntary turnover(%) |
0.05% |
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C-S5-1 &C-S5-2 | Employee training |
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Average training hours of employees in the top 10% of employees by total compensation |
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Total number of training hours provided to each employee in the top 10% of employees by total compensation |
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Total number of employees included in the top 10% of employees by total compensation |
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8.93 |
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Average training hours of employees in the bottom 90% of employees by total compensation |
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Total number of training hours provided to each employee in the bottom 90% of employees by total compensation |
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Total number of employees included in the bottom 90% of employees by total compensation |
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8.38 |
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C-S6| Human rights policy - Description of human rights policy and fundamental principles |
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PPC S.A. advocates for the protection of human rights and actively opposes child labor, forced labor, and any form of discrimination. The adherence to and protection of human rights in the workplace primarily involve: • Providing equal opportunities in the recruitment, placement, training, compensation, and advancement of personnel within the Company (Code of Ethical Conduct §§ 1 and 2). With Decision No. 54/6.6.2022, the PPC S.A. introduced the Human Rights Policy. The Policy establishes a framework for promoting respect and protection of human rights, both within the Company and in its sphere of influence. The Policy expresses PPC S.A.'s commitment to intolerance of human rights violations, avoiding both related violations by persons falling within the scope of the Policy and transactions with third parties that have been proven to cause violations of these rights (at least with the issuance of a first-instance court decision). Furthermore, the Policy aims to increase awareness among employees and all involved parties regarding the respect and protection of human rights in all areas of the Company's business activities, including its subsidiaries. |
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C-S7 | Percentage of employees covered by collective bargaining agreements |
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Percentage of employees covered by collective bargaining agreements (%) |
84,39% |
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C-S8 | Supplier assessment |
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The strong partnerships with suppliers are very important for the sustainable development of PPC S.A. For this reason, in 2022, the Company's Code of Conduct has been given to each one of its partners, who have acknowledged in writing that they have received, understood and agreed to comply with all the corporate principles, values and rules it contains. In addition, the Company’s Board of Directors, in 2022, approved the new Regulation of Works, Supplies and Services, for the execution of contracts for Projects, Procurement and Services of the Company. This includes mainly the evaluation of social and environmental. More specifically, PPC S.A. can: • temporarily or definitively exclude a contractor on the basis of social and environmental criteria, especially if the contractor has been convicted of a violation of environmental, social or labor law, or is not sufficiently reliable |
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A-S1-1 & A-S1-2 & Α-S1-3| Sustainable economic activity |
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The recognition of the eligible economic activities of the Group was also conducted based on the NACE Codes associated with its operations. These activities, in accordance with the Regulation, pertain to financial data that are fully consolidated. The economic activities of PPC Group for the financial year 2022 which were identified as eligible are the following: • Activity 4.1 - Electricity generation using solar photovoltaic technology The percentage of turnover, capital, and operational expenditure corresponding to aligned activities is zero at the Group level. |
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A-S2 | Total amount of monetary expenditure on employee training |
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Total amount of monetary expenditure on employee training |
6,065,468.08€ |
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Α-S3 | Gender pay gap |
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Percentage of difference between male and female earnings (%) |
13.81% |
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It is pointed out that the pay gap between male and female employees is in no way due to discriminatory gender-based pay management. By way of illustration, the total regular remuneration may also include allowances related to the nature and conditions of work and the job position, e.g. allowances linked to positions in mines and power plants which are mainly chosen by male employees |
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Α-S4-1 & A-S4-2| CEO pay ratio |
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A-S4-1 Total CEO pay |
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A-S4-2 Ratio of CEO to median employee earnings |
6.02 |
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SS-S6 | Health and safety performance |
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SS-S6-1 Number of injuries |
150 |
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SS-S6-2 Number of fatalities |
0 |
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SS-S6-3 Accident frequency rate |
1,29 |
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SS-S6-4 Accident severity rate |
31,83 |